Gemmy S. Allen is Management Coordinator and Faculty at North Lake College, Irving, TX of the Dallas County Community College District. She is the co-author of the textbook Management: Meeting and Exceeding Customer Expectations, published by Cengage. Her awards include being named Outstanding Mountain View College Faculty Member and receiving the Golden Oak Award, Oak Cliff Chamber of Commerce; the National Institute for Staff and Organizational Development Excellence in Teaching Award; and the award for Mountain View College Innovator of the Year. She served as a member of Microsoft Mentors, the Microsoft/Compaq College Advisory Council and the St. Philip’s College Model Electronic Commerce Curriculum Advisory Committee and is founding teacher, Virtual College of Texas — “Internet Teachers at Every College.” In addition, she has co-authored several discipline-specific, Internet-related books, developed several online classes, made numerous presentations to industry, and has led workshops in the United States, Australia and Mexico.
Right now, most men in the U.S. are employed as truck drivers. Self-driving cars and trucks are already a reality.
How will men earn money in the future without a truck-driving job?
Rocío Lorenzo and her team surveyed 171 companies to find out if diverse companies were more innovative. The answer was a clear yes. More diverse companies are more innovative. In the video above, Lorenzo explains how a company can start producing fresher, more creative ideas by treating diversity as a competitive advantage.
How can setting a measurable target make managers think more creatively about developing leaders?
Research by Zenger Folkman suggests that employees place a great deal of emphasis on receiving positive feedback from their manager. Most know that some feedback may be negative or constructive, but employees want positive feedback specifically for something that they are doing right.
Positive feedback does not mean that the managers says, "good job!" Be specific. What exactly did the employee do correctly? The praise can be very brief, but it needs to be specific. It should come as soon after the behavior as possible. Furthermore, the employee should be encouraged to keep up the good work.
Share an instance where an employee did something right and the manager gave specific, positive feedback.
Everyone wants to feel that others are listening to them. But, most of us do not learn to listen. We learn to speak. All parents are excited when their children say their first words. We take speech in school. But, for most employees, having the manager listen to them is important. Active listening is a skill needed by managers. In the graphic above, The Center for Creative Leadership, lists seven key active listing skills.
Think about your own listening skills. Which of the seven key active listening skills do you need to develop? How will you do that?
Business Backer posts, "This infographic features 36 useful tips to help you create a professional and courteous email."
Explain why your emails have been overly friendly or lack professionalism.
The San Jose Mercury News reported that Tesla had fired hundreds of employees following company-wide performance evaluations. “As with any company, especially one of over 33,000 employees, performance reviews also occasionally result in employee departures,” a spokesman said. “Tesla is continuing to grow and hire new employees around the world.” The paper reported that high performing employees had been rewarded.
Daniel Grant, a production assistant at the Tesla Fremont factory since 2014, told The Los Angeles Times, “The company didn't show me or others our most recent reviews when they fired us. I would like the company to release our full reviews, including peer reviews, to us.”
The traditional way of handling performance problems is to apply a progressive discipline system based on progressively more severe punishment:
Step 1: Verbal reprimand,
Step 2: Written warning,
Step 3: Suspension without pay/probation/final warning,
Step 4: Termination.
Some of the employees report that they were disciplined by their supervisors and stopped their behavior.
But, did most of those people return to work having decided once and for all to change, because they knew that if they did not change, they would be fired?
What would you do if you were a manager for Tesla? Would you feel like a failure if you had to fire someone? How many people do you think Tesla managers saved from termination by correcting problems?
Dr Tom W. Smith, director of the General Social Survey at the National Opinion Research Center at the University of Chicago, found office supervisor to be one of the most satisfying jobs. Over 27,000 people across a wide variety of social classes and occupations were surveyed. Dr. Smith explained the common thread in satisfying jobs by saying, “The most satisfying jobs are mostly professions, especially those involving caring for, teaching, and protecting others and creative pursuits.”
The top 12 most satisfying jobs:
1. Clergy 2. Physical Therapists 3. Firefighters 4. Education Administrators 5. Painter, Sculptors, Related 6. Teachers 7. Authors 8. Psychologists 9. Special Education Teachers 10. Operating Engineers 11. Office Supervisors 12. Security & Financial Services Salespersons
Most of these jobs involve helping others. How will you find a job that allows you to help others in some way?
The co-founder of The Weinstein Company, Harvey Weinstein, was fired last week after the New York Times reported that he had sexually harassed women.
Managers must be aware of the EEOC guidelines on sexual harassment.
Specifically, EEOC guidelines state that "unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature" constitute sexual harassment when submission to the conduct is used as a basis for employment conditions. The conduct is illegal when it interferes with an employee's work performance or creates an "intimidating, hostile, or offensive working environment." (See attached.)
In "Facts about sexual harassment", the EEOC, states: Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
How common is sexual harassment in the workplace?
What special precautions should managers take to prevent the sexual harassment of employees?
In this podcast, Tim Ferriss, author of "Tools of Titans: The Tactics, Routines, and Habits of Billionaires, Icons, and World-Class Performers," shares 17 questions that changed his life.
1) What if I did the opposite for 48 hours?
2) What do I spend a silly amount of money on; how might I scratch my own itch?
3) What would I do / have be if I had all the money in the world?
4) What are the worst things that could happen; could I get back here?
5) If I could only work 2 hours a week on my business what would I do?
6) What if I let my employees make $100 / $1000 / $10000 decisions?
7) What's the least crowded channel?
8) What if I couldn't pitch my product directly?
9) What if I created my own real world MBA?
10) Do I need to make it back the way I lost it?
11) What if I could only subtract to solve problems?
12) What might I put in place to allow me to go off the grid for 4-8 weeks with no forward email?
13) Am I hunting antelope or field mice?
14) Could it be that everything is fine and complete as is?
15) What would this look like if it were easy?
16) How can I throw money at this problem?
17) No hurry, no pause.
Each of these questions has simple solutions. Which question helps you? Why?
What question would you add to this list? Explain.
In an interview with Ron Shaich, founder and CEO of Panera Bread, Robert Reiss asked him, "What advice do you have to CEOs on transforming their enterprises?"
Ron Shaich and Robert Reiss
Ron Shaich said, "The success of our long-term transformations comes down to three things that the Panera team has always been able to do:
If you want to change your company, explain how you will tell yourself the truth about circumstances.
How will be able to act and not stall while waiting or the perfect strategy?
Inclusive leadership is about:
Individual differences can be a competitive advantage.
How do you think that traditional notions of leadership must change?
Douglas R. Conant is the former CEO of Campbell Soup Company. When he became CEO in 2001, Campbell's had lost half its market value, sales were declining, and employees were losing their jobs. He immediately worked with his team to implement The Campbell Promise: “Campbell valuing people. People valuing Campbell.” He supported the promise with a 10-point pledge.
Treating employees respectfully helped Campbell Soup recover.
How did publicly valuing employees under the principle of civility and setting clear relationship expectations, help Campbell Soup regain employees' trust?
How might this work for other companies?
You know it is important for your career to network. You would like to join a Facebook group to learn to deal with a perplexing management problem. But you do not want your employees to know. Before you decide to join a Facebook group, make sure you understand the differences between Public, Closed and Secret groups and the protections each provides.Visit Facebook's easy-to-understand table that explains the privacy settings for all three types of groups. At the bottom, you'll find a link to directions on how group administrators can change their groups' privacy settings.
Which Facebook groups would you like to join to help your career?
Jack Ma, the founder and CEO of Chinese e-commerce giant Alibaba, says you need LQ if you want to be respected. LQ is "the quotient of love, which machines never have," Ma explained.
What sets humans apart is love, i.e. our feeling for justice, our creativity in the face of challenges, our ability to empathize deeply and respond wisely.
"A machine does not have a heart, [a] machine does not have soul, and [a] machine does not have a belief. Human beings have the souls, have the belief, have the value; we are creative, we are showing that we can control the machines," he insisted.
"We have to teach our kids to be very, very innovative, very creative," Ma said. "In this way, we can create jobs for our own kids." He went on to say, "Human beings should have the self-confidence," he concluded. "Human being[s] have the wisdom. Machine[s do] not have the wisdom."
Is LQ the secret to sucess?
How do you think that love separates us from machines?
Instead of asking interview questions, Professor of Organizational Behavior at Stanford University, Bob Sutton says to do his suggestions (below) instead.
What is the problem with finding people who have worked with the person and asking questions? Do you think that might be illegal? Explain.
What do you think about using questions to choose the best person for the job?
Managers must stay focused.
What are some ways you could remove distractions and get more focused in life?
Choose 3 actions to get more focused!