How Adaptable Are You?

A recent article from Cambridge Leadership Associates asked this series of questions on a scale of strongly agree to strong disagree:

1.  I often push myself to move away from the status quo or business as usual.

2.  I regularly take stock of all my responsibilities, discerning which activities are critical and which are expendable, letting go those that no longer support a core function.

3.  I understand the difference between management and leadership and value both skill sets in the workplace.

4.  I am not afraid to raise unpopular positions in my workplace.

5.  I occasionally pull myself away from the everyday tasks and routines to gain perspective on what is really going on and what direction we are taking.

6.  I identify and act to close the gap that exists between the way I am living my life now and what I want to be doing.

So, how adaptable are you? To learn more visit cambridge-leadership.com/index.php.

tnAchieves

We are all very busy in our jobs, and we have many responsibilities both in our homes with our families and in our communities. I’m sharing this information for you to consider based on your own situation.

You may not know that I am a first generation college student. When I learned of this opportunity to mentor other first generation college bound students, I couldn’t say no. My success is due to many good mentors.

Please watch the youtu.be video. If you are interested, training in going on right now and through the next 30 days or so. Training is one hour. There is a one hour meeting in January and a one hour meeting in March. All other contact with your mentees is via telephone, text or email. If you have time and the inclination, please consider changing the life of students in your area.

You can find more information at www.tnachieves.org

 
http://youtu.be/8pkz7ioo1qk

"How Smart People Collaborate"

Recently Don Green shared an article about "How Smart People Collaborate" by Kevin Daum.  I thought the seven points should be shared and I encourage you to read the entire article. 

1. Choose Participants Carefully
2. Remove Quiet Politeness
3. Establish Communication Protocols
4. Use a Specific Ideation Process
5. Give Requirement and Permission
6. Work with Respect
7. Broadcast Recognition and Gratitude

We have a number of strategy implementation teams and Baldrige teams at work this year. Using these principles could help them be more successful!

http://www.inc.com/kevin-daum/how-smart-people-collaborate-for-success.html?goback=%2Egde_3141834_member_252852399

Pi Alpha Alpha

In college I was a good student, but never at the top of the honor roll. I was always too busy working to worry too much about joining clubs and didn't understand the value of membership in honor societies and such.

So, recently I was honored to be asked to speak at the UTK Pi Alpha Alpha/East TN ASPA Awards luncheon. Eight very deserving graduate students were inducted into this prestigous honor society, including some of our former interns Christopher Shults and Andrew Morelock.

The purpose of Pi Alpha Alpha is to encourage and recognize outstanding scholarship and accomplishment in public affairs and administration. Its objectives, such as fostering integrity, professionalism, and effective performance, promote the advancement of quality in the education and practice of the art and science of public affairs and administration. PAA membership identifies those with the highest performance levels in educational programs preparing them for public service careers.

Imagine my surprise when at the end of my presentation, I was presented with membership! Special thanks to Dr. Dave Folz and the faculty of the UTK MPPA program. I am a proud graduate.

Recognition

A recent edition of the "Walk the Talk" e-newsletter talks about recognition.  They say,


"Recognition is perhaps the highest return on investment activity a leader can exhibit because a little goes a long way. And, it’s a gift that keeps on giving!

Here are a few specific How-To Recognition Tips for your consideration:

• Make a list of all the people who work with or for you. Then go through your list and identify the last time you gave recognition to each person … and for what. You should remember your last praising of most of the people on the list. If not, you’re probably not doing it enough!

 

• Be specific! The more specific your recognition, the more impact it will have. Instead of merely saying, “Great job,” tell the person what it was about the job that was done so well. Example: “That was terrific work. You came in under budget, you completed the work six days ahead of schedule, and you had everyone working together as a team. I really appreciate your efforts and your results.” When you’re specific, the person knows exactly what behaviors to replicate in the future.

Make it timely! Recognition loses impact with the passing of time. Receiving praise for something you did many months ago is not all that motivating and can feel contrived. A good rule of thumb: Give recognition as soon as possible after the positive behavior or performance."

I certainly don't spend enough time on this activity, but I'm trying to get better!

To read more information from Walk the Talk, visit the web site at:

WalkTheTalk.com

Failure to Listen

Jerry Strom conducts training during the IPS Leadership Academy. As a result, I receive his e-newsletter that always provides thought provoking material. The latest focus is on listening.

Jerry says,

By far and away, the biggest mistake a leader can make is a failure to LISTEN!

But, many people may think this is just too simple an answer; believing they're better listeners than they actually are. That's the problem. They're blissfully unaware of a very glaring fault. So, what can we learn?

 

These are a few of the fatal listening flaws:

1. Thinking your opinion is better, or more informed, than others'


2. Not acknowledging what you heard, and the person(s) saying it


3. Ignoring what you don't want to hear, or fails to support your point-of-view


4. Dismissive of feedback


5. Making decisions without input from others

Listening is much more than hearing ... it's the origin of relationships, and has a significant impact on the quality of your thinking. A "Listening Leader" attracts people - getting them "on-board" by tuning into them, and establishing a connection with them. Where loyalty and understanding is built, the small stuff is forgiven.

What do you think about what Jerry has to say?
  

This article is based on the *'Fault Lines Study: The Biggest Mistakes a Leader Can Make,' copyright 2013, Jerry Strom & Company, Inc. Download the primary findings paper, 'The Listening Leader,' which includes 'Listening Strategies for the Executive Suite,' at http://www.jerrystrom.com/research/js_fault-lines.html

Federal Healthcare Overview

Some of you may be wondering what last week's ruling by the Supreme Court really means. The Tennessee Chamber of Commerce and Industry newsletter this week provides an excellent overview that was prepared by the law firm of Baker Donelson.

It includes a summary of the major provisions, a timeline for implementation and an executive summary.

Read it.here.

Blog Stats

Chuck Shoopman likes to say, we have a lot of data in IPS, but not much information. I've been making blog posts for more than two years, and occasionally I check the blog statistics page to see which posts are useful (as in read the most). As I expected, most of the page views come from the U.S. - I imagine most of those are from IPS employees. I was surprised to learn that individuals from around the globe have stumbled on the IPS blog, mostly by referal from Google searches. I wouldn't be surprised if that was the case with the vast resources available on our web sites as well.

When was the last time you checked to see if anyone was using the data you produce?

 

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Institute for Public Service - The Blog · Stats › Audience

Jun 21, 2012 9:00 AM – Jun 28, 2012 8:00 AM

 

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