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World Class Care... Years ago I heard the expression, "You should treat your employees as though they are volunteers." At first, and even since then, I've appreciated that saying - never quite realizing the inherent contradiction implied. So, the assumption here is we feel compelled to treat volunteers well - grateful for their service, appreciative of their sacrifice of personal time and resources, and thankful for their dedication to a cause bigger than themselves. Conversely, the assumed organizational norm is to treat our employees, coworkers, and supervisors as less than volunteer status. Essentially, since these people are "required" to be at the workplace every day, we view their time as less valuable, their sacrifices are less appreciated, their dedication less worthy, and their contributions less acceptable. Adding insult to injury, how many of us have worked with people who seem to relish in our failures, our mistakes, and our shortcomings? Is there any wonder why many currently employed individuals are looking for a new job?! (30% of Your Employees Are Already Looking For A New Job) The sad but true reality is many workplaces reflect this negative "sibling rivalry" relationship dynamic that results in the "grass is always greener" approach to self-development - a fruitless endeavor leading to a series of disappointing relationships with those who refuse to treat others with the "world class care" required for a harmonious workplace. That is.... Unless we start to treat others with compassion... Unless we begin to see others as individual lives who deserve to be treated with care and recognized for the struggles and trials we all endure... Unless we refuse to fall into the cycle of cold victimization of our co-workers that has become so pervasive in organizational culture... Unless we begin each conversation with empathy, rather than approaching others with a systematic, uncaring, and cold approach... Unless we begin to see the heart of the person to understand their struggles, rather than seeking opportunities to create conflict and a direction in which to point a finger... Unless we begin to ask ourselves how we can positively influence others and their personal situations rather than opportunities to manipulate them for our own personal gain... Instead of "treating employees as volunteers", we must begin to treat them as the individual hearts, souls, and lives they are. We must love them as we love ourselves and reflect this level of compassion in every interaction that we have with them. We must become their voice, become their strength, and become their confidante'. We Must Lead with a Passion for People.
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Arnold's 6 Secrets to Success Over the past several years I have listed to many motivational speeches by some truly inspirational people, but this one is one of my favorites. Enjoy! 1. Trust Yourself! Who do YOU want to be? 2. Break the Rules! It is impossible to be an original if you are too well behaved to break the rules. 3. Don't be afraid to fail! You can't always win, but don't be afraid of making decisions. 4. Don't listen to the naysayers! Pay no attention to the people who say it can't be done. 5. Work your butt off! Leave no stone unturned. No pain, no gain. You can't climb the ladder of success with your hands in your pockets. 6. Give something back! Reaching out and helping others will bring your more satisfaction than anything else you've done. I am going to listen to Arnold’s Six Secrets to Success clip every day for the next 30 days and measure my success on one particular goal. You up for the challenge? If you have followed this Weekly PeHRspective for very long, you know I love Jim Rohn and the simplicity he brings to the complex. In the video below, Mr. Rohn explains to “children” the advantage of not only investing, but the plan for investing. In his characteristically simply, yet intriguing and attention grabbing way, he explains the concept of wealth attainment by way of the dollar, your first dollar. As I listened, the parallels between the “first dollar”, the basic principles introduced to young people as they begin their financial lives, and the dynamics of a healthy business model became apparent. Might it be time that we go back to the basics, track every dollar as though we are just starting, and get back on the simple plan that’s been proven to build wealth time and again? Could it be as simple as he suggests? Might the complexity we bring to the table when building our financial lives (both personal and professional) be a bit overrated? I think so… Points to consider: · Life’s challenges include: o The development of our full potential o The wise use of all of our resources (time, money, talent, skill, potential, leverage, etc…) · Never spend more than 70% of every dollar. This allows for 30% of your income to work toward your financial goals. By starting this with your 1st dollar, you will add strength to all other dollars you earn thereafter. · Financial Plan Components: o 70% is budgeted for expenses o 10% should be given (How might this translate into employee incentives, benefits, or community involvement initiatives for your business? How might these investments relate to additional return (revenue) for your business – productivity, reputation, employee involvement/commitment, etc..?) o 10% should be allocated for active capital investments (think stocks) o 10% should be allocated for passive capital investments (think mutual funds) · It’s less about the amount of money you have to invest, and more about the plan you have to invest what you have – regardless of the point in life at which you start working your plan. Is this not true about all organizational objectives? Without a plan we are without direction and as Ziglar said, “If you aim at nothing, you’ll hit it every time.” · If you will change, everything will change for you. · Don’t buy the second car until you’ve bought the second home. What a great analogy! And here is a great article explaining active vs. passive investing!
http://moneyover55.about.com/od/howtoinvest/a/activevspassive.htm |
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September 2016
AuthorJason Fishpaw, MA, SPHR is the founding Member of the HR Group LLC. Categories |
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