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    June 26th, 2009 Bill Catlette Posted in Uncategorized, by Bill | No Comments »

    While returning from a business trip to New York last evening, I experienced a 2 hour non-stop reminder that we have now entered what frequent flyers refer to as “amateur season”, one of those periods when planes and airports are packed with lots of folks for whom modern air travel is not second nature.

    It dawned on me that it might be helpful to re-post a piece I did a while back which offered some insights and ideas from 30+ years of regular business travel. So, in no particular order, here are some things to think about before you next venture into the “friendly skies.”

    Planning Your Trip

    For many, planning a trip means logging on to one of the large, Internet-based travel sites such as Expedia, where you can plan, reserve, and purchase your entire travel experience online… almost. I say, “almost” because these days, travel involves a lot of forced variability due to the vagaries of weather, crew scheduling, security, flight cancellations, missed connections, and the like. In such cases, you might regret not having a dedicated, professional travel agent on your side. A travel agent - remember them? They’re still out there, and can be worth their weight in gold when the stuff hits the fan. Here’s one I think the world of.

    Generally speaking, airline and airport operations are highly interdependent, and contingent on a level of perfection that seldom materializes. Hence, most days, your best chance for an on-time, relatively hassle-free flight is to catch the first thing smoking in the morning. After that, the cumulative burden of weather and air-traffic delays can make for an aggravating experience that gets worse as the day progresses.

    Be sure to take advantage of the very best thing the airlines have done in the past ten years and check in for your flight and print your boarding passes before leaving for the airport. Most airlines now also let you sign up to receive travel alerts via text message or email. Do it.

    Packing

    After years (no, decades) of carrying a briefcase crammed with electronic gear, files, and what not, together with a garment bag, and giving myself a screwed up neck, I’ve adopted some new habits insofar as travel packing is concerned. In terms of what goes with me through security and into the passenger compartment of the plane, I’ve become a lot more of a minimalist.

    Gear consists of an iPhone with Vibe Vmoda earbuds, Kindle2 Reader, and 12″ Mac Powerbook that I’ll do whatever it takes to keep it updated and operating. In fact, it just came out of the shop with a new optical drive. I’ve not yet made the conversion to one of those omnibus power adapters, but if Santa is listening, I might get the chance.

    Paper files are either scanned and stored on a 4 gig thumb drive, uploaded to our intranet, or FedEx’ed to my destination. Keys, medicines, an emergency flashlight (!), hairbrush, and copy of our latest book round out the carry-on articles. The briefcase is gone. Everything carried aboard goes into a mid-sized, black Tumi backpack. It’s stylish, useful, and puts the weight squarely on my back, rather than one shoulder.

    Leave the good jewelry at home, for more than one reason. Consider using a plastic watch on trips. With the advent of cell phones, I’ve quit wearing a watch altogether when traveling. And remember, your shoes are going to be coming off, so wear a pair that can easily be slipped back on.

    It’s a matter of personal preference but, in view of the TSA’s stance on liquids, I’ve concluded that simultaneously managing a boarding pass, photo ID, backpack, laptop, shoes, jacket, suitcase, and quart sized Ziploc bag with carry-on liquids at the screening site is, well… nuts. Hence, my default position is to check luggage, unless the trip calls for an interline connection. In my case, luggage amounts to an olive colored Hartmann roll-aboard because, A. It’s well made, and B. The color stands out on the baggage carousel. We all like to whine about airline miscues with checked luggage, but in actuality, they do a reasonably good job. Correction, Delta does a reasonably good job. BTW, though it seems counter-intuitive, if your luggage is checked through a hub city, as mine often is, your chances of having a bag go awry are actually greater when you have a long connection, rather than a tight one. So, keep your connection times under 90 minutes and you’ll improve your odds.

    Alternatively, with a couple days notice , you can bypass the baggage carousel altogether by FedEx’ing your stuff directly to your hotel. Trust me, it’s a luxury you can really get used to. While we’re on the subject of shipping, do everyone a favor and resist the urge to attempt to board a commercial aircraft bearing all your worldly possessions stuffed into a Hefty garbage bag. That goes for holiday presents, as well as the front end parts for your daughter’s ‘93 Buick. The less stuff you can travel with these days, the better. Be especially judicious about looking for ways to mix and match with your wardrobe. This sounds (and is) unstylish, but I’ve reached the point where, but for one pair of jeans which are worn on the trip, if it isn’t black, white, or gray, it stays home. As for those jeans, I wear them, together with a long sleeved cotton shirt because they are more comfortable to travel in, and though we don’t like to think about it, less flammable in the event of uh… let’s just call it a very rough landing.

    Use one external pocket of your carry-on bag to stow any loose items (coins, jewelry, money clip, cell phone, etc.) that will cause you to have more intimate contact than desired with TSA screeners and their adult toy collection.

    Boarding

    While we can’t control the weather, airline scheduling, or the Neanderthals who set policy at the TSA, there are a lot of things each of us can do to eliminate further delays, and make the experience a little less burdensome. The first has to do with your interaction with the gate agent. Two words of advice here - be nice! These folks don’t make the schedules, fix (or break) the planes, or screw up the weather. They do, however, have the final say about who actually gets on the plane and where they sit, so don’t give them a hard time, ever.

    Failing to orient yourself before boarding an aircraft winds up inconveniencing a lot of other people, as you stand in the aisle fumbling with your ticket or carry-on luggage. Know your seat number, and be prepared to stow your belongings quickly. Upon reaching your seat, get out of the aisle as quickly as possible.

    Unless this is a well-practiced routine for you, please don’t attempt boarding the aircraft while carrying on a cell phone conversation, or any conversation for that matter. It’s going to slow you down, and really piss off the rest of us who want to see the plane leave on time.

    Please remove any briefcase, backpack, or purse from your shoulder before entering the aircraft, and carry it in front of you as you proceed down the aisle. The people who are already seated don’t appreciate getting smacked in the head with it as you pass. While in the process of getting seated (and throughout the flight), try to avoid grabbing the seat back of the seat in front of you, because it jostles the occupant of that seat.

    Be respectful of other people’s stuff when stowing items in the overhead bin, and when closing the bin, please don’t slam it. The noise hurts some people’s ears. Note to flight attendants: This goes for you, too.

    Note to rookies and road warriors alike: Please check to see that your assigned seat number and the one you’re about to plant your derriere into are one and the same before settling in. This should be a complete no-brainer, but with the aforementioned cell phone distractions, coupled with some goofy seat numbering by the airlines, it’s not. If you can quickly and readily resolve any seating issues without the need to summon a referee, do so. Flight attendants really do have better things to do.

    Simple Human Courtesies

    Please try to bear in mind that you are entering an environment where you are in very close proximity with about a hundred other people. Indeed, as travel guru, Joe Brancatelli puts it, “sitting any closer might constitute marriage in some states.”

    Aside from the seemingly obvious Andrew Speaker-type consideration, your presence will be enjoyed a great deal more if you are conscious of other people’s senses of sight, smell, and hearing, not to mention their personal space. As but one case in point, bear in mind that a little perfume or cologne goes a long way - a really long way on an aircraft. Ditto for some ethnic foods, or, for that matter, greasy cheeseburgers smothered in onions, especially at 8AM. Come on, folks, that stuff really doesn’t belong on the plane. And, if you’ve been drinking prodigious quantities of beer or eating burritos, YOU don’t belong on the plane, got it?

    Be respectful of other folks’ space. Unless you are seated in 1st class or have a coach seat with a small child in the seat immediately behind you, do not, repeat, do NOT recline your seat back, as doing so really cramps the passenger behind you.

    Consider the fact that just because you can call everyone you know from the plane, doesn’t mean that you should. While the person on the other end of the phone conversation may be interested in knowing that “you’ve just boarded your flight”, the rest of us are not. If you really must, as my son and daughter-in-law admonish their grandson to do, please use your “inside voice.” That also goes for those who simply must regale their seatmates with their latest conquests, troubles, or solutions for the planet. Those who want to avoid such entertainment should get (and use) a pair of the aforementioned earbuds.

    Yet, let’s keep our sense of humor about us, too. If you are bothered, as a Southwest flight attendant was, that a “scantily clad” 23 year old happens to be sitting next to you, just reach above your head, push the “ding” button, and you’ll be able to quickly auction your seat to someone with different sensibilities.

    Finally, if you can extend a courtesy to a fellow traveler, do it. When you encounter a desert combat uniform clad soldier in your travels, pay their breakfast or bar tab, offer to let them use your cell phone, or just tell them “thank you.” Give the older folks a break, too. Don’t crowd them, and offer a helping hand when you are able. With any luck, you’ll get there someday, too.

    Godspeed!

    *****
    A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com, or follow him on Twitter at http://twitter.com/ContentedCows

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    No Shortcuts in the Job Interview Process

    June 23rd, 2009 Bill Catlette Posted in Management, by Bill | No Comments »

    A piece in the May 11 WSJ entitled Resume Overload, by Raymund Flandez describes various automated job applicant screening devices in use by companies that are finding themselves inundated with applicants. One of them, Voice Screener lets employers voice record interview questions and have applicants respond to those questions over the phone, following an emailed invitation. As a screening device it sounds pretty neat, but as with anything else, it seems that some folks want a little too much of a good thing. According to one of the customers referenced in the article, “she will interview in person for positions with a highly technical role or that require special expertise. But, she seems to be doing more than pre-interview screening with the VoiceScreener, “If it’s an administrative assistant you’re looking for, you’re going to use it hands down.” I see.

    In our first book, Contented Cows Give Better Milk, we suggested rather strongly that organizations (and by definition their leaders) need to come down off the fence once and for all and decide whether or not they believe that having a focused, fired up, capably led workforce is vital to their business interests.  And it’s perfectly okay if you decide that the answer is “no”, just don’t kid yourself or anyone else about that decision. A senior manager at an office products firm I once did some work for was very plain spoken in admitting that, “we really don’t even bother learning the names of our sales reps, because they aren’t going to be here very long.” His hiring process was equally simple - Just do a casting call and hire the first bozo who shows up evidencing the ability to walk and chew gum simultaneously.

    But if you take the converse stance, that people really do matter, and are critical to your business outcomes, there are certain fundamentals that absolutely, positively bear attention. Foremost among them is the quality of people brought on board to work at Acme Services Company (We don’t make widgets or much of anything else any more, do we?) In short, great cakes start with great ingredients. Though I tend to be a fairly early adopter of new technology, I can’t think of any good reasons to dump the real-time employment interview. Whether in person or via web chat, there is nothing, repeat nothing that takes the place of conversing with someone and having the opportunity to watch their facial expressions and other body language, observe their listening skills (or lack thereof), and have the opportunity to ask probing follow-up questions, none of which can occur via recorded response.

    Having hundreds or even thousands of folks take an interest in joining your organization presents something of a burden in that sifting through the pile of resumes in search of one or two real keepers takes time and effort. But its time worth taking, and worth doing right. By all means use whatever technology will allow you to make the process more efficient and more responsive to your applicants. Just don’t throw the baby out with the bath water.

    *****
    A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com, or follow him on Twitter at http://twitter.com/ContentedCows

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    When It Comes to Health Care, Be Opinionated… Just Don’t Be a Dummy

    June 13th, 2009 Bill Catlette Posted in Management, Think About It..., by Bill | No Comments »

    As the debate over health care heats up, we are being exposed to more flatulence than what we’re typically forced to endure during an election period. Unfortunately, most of us are ill-prepared to advocate or even recognize a reasoned position in the great health care debate because we’ve failed to do much fact gathering. If our knowledge on the subject doesn’t gain altitude soon, our ignorance will cause us to pay a very steep price.

    There are those, to include a lot of the bloviating heads on TV who simultaneously spout something to the effect that Americans have the best health care in the world, and that any, repeat, ANY attempts to change the current system are tantamount to socialism. That is pure bunk, on both counts. We can (and should) engage in spirited debate about what solutions will best meet our needs, but the facts are unassailable. Compared to citizens of many other modern nations, Americans:

    • Pay more per capita (approx. $7,000 annually) for health care,
    • Absorb higher rates of growth in health care expense, and
    • Experience worse health outcomes (e.g., rates of adult life expectancy and infant mortality)

    As importantly, the way we’ve traditionally chosen to pay for health care in this country makes it next to impossible for U.S. companies to compete globally in any labor intensive enterprise. Spotting competitors an immediate $3/hour cost advantage by virtue of the health care burden absorbed by American employers gives us a distinct disadvantage right out of the starting gate. We’re good, but I’m not sure we’re that good. Just ask GM.

    The task of educating ourselves is made more difficult because there are a lot of very smart, well funded people representing myriad competing interests shouting from the rooftops. Make no mistake, this is very big business - about $2 trillion annually (roughly equivalent to the GDP of China). As Regina Herzlinger, Harvard professor and Senior Fellow at the Manhattan Institute put it in her book, Who Killed Health Care?, “Four armies are battling to gain control: the health insurers, hospitals, government, and doctors. Yet you and I, the people who use the health care system and who pay for all of it, are not even combatants.” We need to be. But we need to be smart combatants.

    This matter is too important to simply let our elected representatives in Washington do the driving. For one thing, any objectivity they once might have had is rapidly being polluted by a full court press put on by industry lobbyists. According to a 6/12/09 USA Today piece, “Twenty of the largest insurance and drug companies and their trade groups spent nearly $35 million in the first quarter of 2009, up more than $10 million from the same period last year.” Annualized, that equates to nearly $252,000 per elected representative, and it doesn’t even include the device manufacturers, docs, or hospitals. Further, those same representatives are, by virtue of their position, the recipients of some of the finest health care and health coverage (the two seem to go together) in the world. In other words, they aren’t exactly feeling any pain. If members of this group were to receive the medical equivalent of water-boarding (suddenly losing all health care coverage and being forced to replace it privately at market rates),  I suspect that we might see some drastic changes of tune.

    So what to do?

    1. Read. It’s summer time, the time for beach books. Make this a health care summer. Amazon.com has a bunch of good books on health care reform, including the aforementioned book by Ms. Herzlinger. Get started now.
    2. On your very next office visit, carve out 5 minutes to talk with your physician about how she or he sees the situation.
    3. Get involved. Bring knowledgeable speakers into your club, association, or workplace. Talk to friends and family about the issue, and yes, contact your elected representatives.

    Just don’t wait, because time and ignorance are not our friends.

    *****
    A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com, or follow him on Twitter at http://twitter.com/ContentedCows

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    Being Union-Free Involves Commitment & Real Work

    June 7th, 2009 Bill Catlette Posted in Extra Milers, Leadership, Management, Uncategorized, by Bill | No Comments »

    Our readers have seen consistent mention of the potential risks to workers and employers alike posed by currently contemplated Employee Free Choice (EFCA), or so-called “card check” legislation. We continue to believe that any statute that negates a worker’s right to have the serious matter of union representation resolved by secret ballot vote is a step backward. That said, organizations that are committed to remaining union-free must do more, far more than simply joining lobbying efforts to defeat proposed legislation. Sadly, too many companies are losing sight of this axiom, or are mistakenly using a temporary “employer’s market” as an excuse for failing to do the necessary things to retaining a focused, fired up, union-free workforce. It’s akin to saying that you needn’t brush your teeth because your town puts fluoride in the water.

    Businesses that choose to tap into the discretionary effort (we call it Oomph!) of an engaged workforce unencumbered by an uninvited third party need to routinely (as in consistently) take measures which make it unnecessary for people to look outside the organization for representation. Like what? Like…

    Listening - Really listening, both personally and institutionally. One of the absolute requirements for selecting managers ought to be communications skills - including the propensity for listening. People who can’t or won’t routinely evidence understanding of the fact that they were issued two ears and exactly one mouth have no business leading others. One way to augment listening on an institutional level is to diligently use employee surveys, with the results tracked across time at both the unit and leader level, and used as a significant piece of the organization’s performance metrics.

    Making Sure that No One Is Abused or Humiliated - In a speech at the Armed Forces Staff College (Delos C. Emmons Lecture Series), Major General Melvin Zais suggested that leaders who push people around because they can are “a little man with a little job and a big head.” I’ll take it a step further and suggest that they are not leaders at all, and need to be on someone else’s payroll, preferably a competitor’s.

    Treating People Fairly & Providing an Avenue for Problem Resolution
    - One of the chief things that drives employees into the arms of a labor union is the lack of an internal mechanism for resolving workplace problems. As a matter of course, each of us wants to know where we can go to get a fair hearing and resolution if/when we think we’re being treated unfairly. Smart organizations realize that it is far better to provide that avenue internally rather than leaving it to the courts and other outsiders.

    Showing Up When People are Having a Tough Time - When everything is said and done, leadership is personal. We either gain or lose our folks one heart at a time. One important way to earn the benefit of the doubt in a world that has become entirely too crusty, cynical and self-absorbed is to be there, in person, whenever someone on your team is having a tough time. Don’t send them a Tweet or an email, show up.

    If you’re unwilling to do these things day in and day out, regardless of the economic weather, then you don’t deserve (and likely won’t get) the benefit of the doubt of your workforce when it comes to deploying their discretionary effort, or for that matter, voting “No” in a representation election.

    *****
    A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com, or follow him on Twitter at http://twitter.com/ContentedCows

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    Why We Suck at Job Interviews

    May 29th, 2009 Bill Catlette Posted in Management, by Bill | 1 Comment »

    In a recent Fast Company piece, Why It May Be Wiser To Hire People Without Meeting Them, authors Dan and Chip Heath (Made to Stick)  essentially suggest that, since work samples, employment tests, and references are a better barometer of future job success than a job interview carried out by an untrained/unskilled interviewer, we might as well dispense with the interview.

    “When the economy finally turns around, you’ll start hiring people again. You’ll sift through dozens of impressive-sounding résumés — who knew there were so many VPs in the world? — and bring in the standouts for the critical final stage: the interview. You’ll size them up, test the “culture fit,” and peer into their souls. Then you’ll make your decision. This is the Official Hiring Process of America. And it ignores, almost completely, what decades of research tell us about how to pick good employees.

    According to the pair, “Here’s the reality: Interviews are less predictive of job performance than work samples, job-knowledge tests, and peer ratings of past job performance. Even a simple intelligence test is dramatically more useful.” They go on to point out that one of the central flaws might be that we (hiring managers) persist with interviews, “because we all think we’re good at it.”

    Whoaa! Full Stop! The major premise seems to be that interviews shouldn’t be used because most hiring managers lack interviewing skills (true). Most people, even most MD’s lack surgical skills, too, so…

    Work samples, valid tests, and references should all be part of the mix, but let’s not kick interviews out of bed because absent training/practice they make us uncomfortable and we’re not very good at doing them.

    I continue to be amazed that, while maintaining that hiring decisions are the most critical decision any manager makes, most organizations send those same managers out to conduct employment interviews without the benefit of any training, other than a few purely prophylactic EEO admonishments. It’s a little like turning a six year-old loose on a construction site with a D9 wheel loader!

    Here are two not so humble suggestions from one who has been involved with the recruitment of tens of thousands of people over the course of his career:

    1. For the very same reason that Tiger Woods employs a golf coach, get some training on how to conduct effective, behaviorally anchored job interviews. Come on folks, this isn’t hard!

    2. Practice. The very best way to work on your interviewing skills AND recruit some great people is to continue doing it every day. Don’t wait for the economy to pick up, when your skills are even rustier and everyone is fishing in the same pond!

    *****
    A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com, or follow him on Twitter at http://twitter.com/ContentedCows

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    Something You CAN Do About Health Care Costs

    May 26th, 2009 Bill Catlette Posted in Think About It..., by Bill | No Comments »

    There is a compelling piece in today’s WSJ by Dana Mattioli about the frequency with which small businesses are finding it necessary to cancel employer-sponsored health care coverage for their employees.

    Citing data from the National Small Business Association, the article mentions that:

    1. “About 10% of small businesses are considering eliminating coverage over the next year, up from 3% in 2005, and

    2. “Just 38% of small businesses provided health insurance last year compared to 61% in 1993.”

    The obvious cause - the continued run-up in health care coverage premiums in the face of a declining economy. Contrary to the way these decisions are often portrayed in the media, Ms. Mattioli takes pains to establish that in reality, these are extremely painful moves for a business owner or CEO to make.

    Aside from trading more job cuts for health insurance, or raising employee premiums and co-pays, there are things that employers can do to hold the lid on health care costs. Here’s but one example, based on simple human greed, and the notion that each and every one of us needs to become a better health care consumer:

    On the premise that many (most?) medical bills, particularly hospital bills contain billing errors, not necessarily in the payor’s favor, organizations would be well advised to adopt incentives that cause patients to audit their bills, and reward them for catching/reporting errors.

    More specifically, adopt a program that encourages employees to obtain and carefully review all of their health care bills, and rebates to them fully 50% of any recovered over-billing. As a case in point, when our daughter was born, while looking over the bill, I noticed that we (my company) had been charged for use of a delivery room and for anesthesia. The only problem was that my wife never went to a delivery room, and didn’t take so much as an aspirin in the birthing process (one strong lady!) As the company’s HR director, I dutifully made sure the billing error was corrected, saving the organization several hundred dollars.

    By providing a reasonable, self-funded incentive, you are able to achieve goal congruence with your insured employees, and save a lot of money in the process. Try it, I think you’ll like the results.

    A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com, or follow him on Twitter at http://twitter.com/ContentedCows

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    On Mission, Motivation, and Discretionary Effort

    May 24th, 2009 Bill Catlette Posted in Leadership, Motivation, by Bill | No Comments »

    This morning, as I watched TV coverage of the space shuttle Atlantis touching down at Edwards Air Force Base in California, I said a silent prayer of thanks for the safe return of the craft and crew. Today’s landing completed the 124th successful space shuttle flight (of 126 attempts). That’s an admirable success rate for something that is still a quite dangerous activity. But is it really successful? What exactly have we succeeded at? More to the point, what did we set out to do? What is the mission of our space program?

    Full stop. I’m not, repeat NOT beating up on NASA. It’s just that their purpose, their raison d’etre isn’t so clear any more. When President Kennedy announced the moon mission in 1961, it was crystal clear. Today, not so much. Similarly, when we took military action against Iraq in the first Gulf War, our purpose was entirely clear. Today, not so much. So what’s the point? Simple…

    When you ask a group of people to come together and really lean into an activity, any activity, the odds of getting selfless, truly committed, balls to the wall effort are entirely dependent on them having a clear sense of purpose and direction. That is especially the case when you’re asking them to sacrifice, to bleed for the cause, and continue doing it over a protracted period.

    Today, owing to intense global competition, a sputtering economy, and a financial meltdown of epic proportion, we’re all asking workers to suck it up, expend copious amounts of their discretionary effort, and in general to TOFTT. That’s perfectly appropriate, but we must understand that motivating people to do something out of fear (of financial penalty, losing one’s job, extinction, what have you) is effective only in the short term. Not unlike the jolt one gets from a cup of coffee, the benefits quickly wear off. As leaders of the currently out of favor political party are figuring out, it is simply not sustainable. In a sprint, fear works. In a marathon, hope wins… every time. So what to do?

    1. As leaders in the midst of a storm, we must redouble our efforts to explain and reinforce for all hands on deck what it is we’re about, what the organization stands for, and where it’s headed. Do not assume that people remember something that you think you made clear six months or even six days ago. There are simply too many other competing thoughts in their minds at present.

    2. Make darned sure that your people understand, explicitly, where they fit in and why their work, their best effort, matters. Don’t just tell them, show them.

    3. Once the mission and expected contribution are clear, advise your folks that they are at liberty, no, expected to discontinue any activities that do not support those purposes. You’ll be pleasantly amazed how much wasted effort comes to a screeching halt.

    A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com, or follow him on Twitter at http://twitter.com/ContentedCows

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    Remember America’s Fallen Heroes

    May 21st, 2009 Bill Catlette Posted in Think About It..., by Bill | No Comments »

    Today’s post is courtesy of Brett Stevens and Gina O’Leary, President and General Manager respectively of the SearchLogix Group, a Georgia-based executive search firm.

    **********
    “Traditional observance of Memorial Day has diminished over the years. Many Americans nowadays have forgotten the meaning and traditions of Memorial Day. At many cemeteries, the graves of the fallen are increasingly ignored and neglected. Most people no longer remember the proper flag etiquette for the day. While there are towns and cities that still hold Memorial Day parades, many have not held a parade in decades. Some people think the day is for honoring any and all dead, and not just those fallen in service to our country.

    Many feel that when Congress made the day into a three-day weekend in with the National Holiday Act of 1971, it made it all the easier for people to be distracted from the spirit and meaning of the day. As the VFW stated in its 2002 Memorial Day address: “Changing the date merely to create three-day weekends has undermined the very meaning of the day. No doubt, this has contributed greatly to the general public’s nonchalant observance of Memorial Day.”

    To help re-educate and remind Americans of the true meaning of Memorial Day, the “National Moment of Remembrance” resolution was passed on Dec 2000 which asks that at 3 p.m. local time, for all Americans “To voluntarily and informally observe in their own way a Moment of remembrance and respect, pausing from whatever they are doing for a moment of silence or listening to ‘Taps.”

    The Moment of Remembrance is a step in the right direction to returning the meaning back to the day. What is needed is a full return to the original day of observance. Set aside one day out of the year for the nation to get together to remember, reflect and honor those who have given their all in service to their country.”

    Read more at:

    Memorial Day History
    Help Restore the Traditional Day of Observance for Memorial Day
    What to Do on Memorial Day

    P.S. The SearchLogix Group is a Veteran Owned Business.

    A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com

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    Should Michael Vick be Allowed to Return to the NFL?

    May 20th, 2009 Bill Catlette Posted in Character, Management, by Bill | No Comments »

    Earlier today, former NFL star quarterback, Michael Vick was released from federal prison in Leavenworth after serving most of a 23 month sentence for his principal involvement in a dog fighting ring. The burning question now is, should NFL Commissioner, Roger Goodell allow Vick to return to the game?

    Were I counseling Mr. Goodell, I would urge him to send the following letter to Mr. Vick, today.

    Dear Michael,

    I am happy to learn that, earlier today, you completed a key step in your recovery from a tragic mistake in your life. All of us in the NFL are rooting for your continued progress on this journey.

    Should you make an appeal at this time to have your suspension from the NFL lifted, thus permitting a return to active player status, I want you to know where I currently stand on the issue.

    Michael, you are without question a talented player, and I believe at heart, a decent person. That said, I am not presently inclined to respond favorably to such a request, should it to be made. While it is true that you have “served your time” and have every right to earn a living, there are two key principles at work here:

    1. You didn’t just break the law and commit a crime against the state. Your actions were also obviously and significantly detrimental to the League, the game, the hundreds of fellow players, coaches, and support staff who today make their living playing professional football, and all those who will take our places in the future. Your actions demonstrated careless disregard for the tenet that it is a privilege and not a right for us to play this game for a living. Further, in addition to the crime for which you were punished, you broke faith with your team owner, Mr. Blank, by misleading him, as you did me (I’m being charitable here), about your involvement in this activity.

    2. While my current inclination may seem harsh, especially in light of lenience shown to other players who have run afoul of the law (and perhaps it is), I would hasten to point out that Michael Vick was not just another football player. During your time in the League, you were considered (and paid) as a “franchise player”, someone who in many respects was a key face of the franchise, and indeed the game. In other words, the bar is significantly higher in this case, a standard that, as a top level professional athlete, you are quite familiar with.

    Michael, serving your time is but one step on the road to redemption. As I see it, full redemption in your case involves “making it right” for all those who have been injured as a result of your thoughtless actions. Though I cannot at this point anticipate a particular condition or set of conditions that would permit your return to the game, I’m willing to leave that in your hands should you choose to attempt a return to player status. In that event, should you (not your attorneys or agents) wish at some time to make a thoughtful proposal that fully remediates this situation, I promise you that the League will at least entertain it. Bear in mind, however, that the aforementioned bar will continue to be set high, for all of us.

    Good luck and Godspeed.

    A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com

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    Effective Business Integration is More Than Just a Paint Job

    May 17th, 2009 Bill Catlette Posted in Management, by Bill | No Comments »

    Upon returning from a trip to the Florida Keys Saturday, I saw a bright, shiny, freshly painted Delta Air Lines 747-400 jet parked at the adjacent gate as we pulled into Terminal E at Atlanta’s Hartsfield-Jackson Airport. In all likelihood, the plane recently bore the markings of Northwest Airlines, now in the process of integrating with Delta.

    To their credit, the folks at Delta and the 25 or so “integration teams” responsible for planning and managing the execution of the merger (‘er acquisition) are moving with purpose and pace, and for the most part seem to be getting it right. Our flights this week were all unremarkable, on-time, and checked luggage showed up as expected.

    Airlines are big, complex organizations with lots of critical moving parts and though many have tried, you  can’t simply slap a new coat of paint on a few airplanes, hang up some fresh signs, and call it quits. Just ask a few folks who regularly fly US Airways. Though Delta and Northwest are still operating as separate carriers, it is clear that there will be a day sometime in the next year or so when there is only one entity.

    One aspect of the Delta-Northwest integration, and for that matter most business mergers that lags, however, is the integration of different (vastly different in this case) organizational cultures. While Atlanta-based Delta is known for hospitality and manners, Northwest excelled at other things, to put it charitably.

    Though they may be wearing new uniforms, too many of the new Delta folks are still wearing Northwest attitudes. Just as there continues to be a struggle within the combined group about whether or not various employees will be represented by a labor union (I hope not), employees are figuring out what the new standards are for performance and behavior. It all pretty much reverts to the old “barrel of apples” axiom, and management must take pains to quickly assert its will before the wrong group of apples reaches critical mass. I don’t know where it is on the transition checklist, but this is one of the things that can’t wait. If management convincingly establishes smiling faces and polite, professional exchanges with customers (and others) as the norm for the new organization and models that behavior, it will come to pass. If they don’t, well, you know what they say about the barrel of apples.

    A thought leader in the arena of leadership and employee engagement, Bill Catlette is a seminar leader, keynote speaker, and executive coach. He helps individuals and organizations improve business outcomes by having a focused, engaged, capably led workforce. For more information about Bill, his partner Richard Hadden, and their work, please visit their website at www.contentedcows.com

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