Google Search

Custom Search

Tuesday, March 8, 2011

The Work Buzz's Latest News: Is the elevator pitch outdated?



The Work Buzz's Latest News: Is the elevator pitch outdated?

Posted: 07 Mar 2011 01:30 PM PST
Before my first day at a new job many years ago, I had to attend a day-long orientation session. Our orientation instructor told us:
"Imagine you are getting on an elevator with a potential client or even the CEO of the company. You have between the time the doors close to the time she gets off at the 20th floor to explain what you do. Those 15-30 seconds could garner your new business or, if it's the CEO, make her take notice of you."
And so we had to practice our elevator pitches with a partner and then deliver them to the entire group. For the salespeople, whose daily tasks did involve meeting with customers and making small talk, the exercise made sense and their breezy deliveries displayed their comfort with it. For those of us behind the scenes in communications, HR and finance, the whole experience felt awkward, and our terrible pitches proved that. (Seriously, one person's pitch bordered on two minutes and we still had no idea what he did. I'm not sure even he knew what he was hired to do.)
When I've referenced the elevator pitch in passing, most people made derisive comments about the whole concept. Many had learned about it in business school, but few took it seriously. But it had enough of a reputation that at some point it must've been a staple for professionals or might still be, depending on your industry. So today, when the world is flatter than ever and professionals can talk, e-mail or Skype clients in China one moment and one in Detroit the next, where does the elevator pitch stand?
Considering that Champlain College just held its 4th Annual Elevator Pitch Competition, it can't be completely passé. In fact, when various professionals were asked to weigh in, the results are far from unanimous, with many explaining why the pitch is still important. Below you'll find reasons why the elevator pitch matters, is outdated or just needs to be tweaked, depending on whom you ask:
Why it matters
"In the 1968 U.S. presidential election, the average length of a candidate's TV sound bite was over 40 seconds. In 2000, it was about eight seconds. Just as we explain to students that when you pitch a reporter on the phone, you better get to the point [quickly] (and keep that first graph in your press release less than 4 lines!). The point is, people aren't going to listen to you for more than about 30 seconds before they've made up their mind about you." – Dan Collins, senior director of media relations, Mercy Medical Center
"The reason why most elevator pitches fail, hence creating backlash, is because people are usually talking about the process, or how they do what they do, instead of the results. A good elevator pitch lets people know how you make a difference, or what benefit you provide. As the old saying goes “If I ask you what time it is, don’t tell me how the watch works!” And most elevator speeches are about how the watch works." - Lorraine Howell, author of "Give Your Elevator Speech a Lift!"
"Elevator pitches are definitely still important during a job search or any networking situation, but one size doesn’t fit all … An example of an effective elevator speech might be:
'I have spent the past five years as the VP of business development for ABC Manufacturing overseeing their sales and marketing efforts. I joined them as employee number three when they were just starting up and was with them throughout their tremendous growth. They were recently purchased by a global consortium and I'm now looking to use my extensive network of relationships and passion for environmental responsibility to help another manufacturing company start and grow their business.'" – Dave Sanford, Executive Vice President, Client Relations at Winter, Wyman
"As long as networking is important, the elevator pitch is going to be important. What is changing is the means by which one can network. It is no longer necessary to hope or plan to share an elevator with the person who has the authority to hire/promote you. Technology and social networking have opened new doors for us to connect with one another. Today's summary statement on an effective LinkedIn profile is essentially yesterday's elevator pitch." – Steve Hassinger, career services director at Central Penn College
"An effective elevator speech has to open with a strong grabber; use language and references the other person can relate to; and avoid jargon or buzzwords. Don’t rush what you want to say, trying to get everything in; speak at a pace that shows you’re calm and confident. Creating an effective elevator speech can teach you the discipline of speaking concisely. Once you perfect your elevator speech, practice it – but remember to adapt it for the particular situation." – Bill Rosenthal, CEO, Communispond Inc.
"In today's employment arena, the brief career synopsis known as the '30-second commercial' or 'elevator speech' is as relevant today as it was a decade ago, perhaps more so. In the fast paced universe of the 21st century all things must be done with increased efficiency and clarity. We are more of a 'sync bite' culture than ever before and job seekers must be able to quickly and succinctly articulate their career history, competencies and professional goals." — Colin W. Moor, senior vice president of Keystone Associates
Why it's outdated
"The elevator pitch is dead and gone. It was a bad idea before and it is a worse idea today. So, if is not gone, it should be. The main problem with the classic elevator pitch is that it was passive, focused on the worker and not the employer, and, most often, centered on a specific job, title or industry! It was all about a ‘commercial’ about yourself. Boring, off point and not effective. Those days are dead and the employer just doesn’t care. Especially in times like we are seeing now workers must demonstrate value and transcend industries." — Steve Langerud, director of professional opportunities at DePauw University
"The elevator pitch is dead and has been replaced by the art of conversation. Back in the dot.com days, the huge numbers of startups and the speed to get funded and to go to market created the need for the elevator pitch. The elevator pitch died during the dot.com meltdown. Now more than ever there is a need for a person or a company to engage in vibrant conversation. There is so much clutter and audiences have become so fragmented that it is essential for a person or a company to listen to its audience and learn what they need before launching into a short-sighted and self-serving elevator pitch that may completely miss the mark. Here are four tips for developing the art of conversation: Listen, ask questions, start a dialogue, then offer suggestions of how you can be of service." – Patricia Vaccarino, managing partner of Xanthus Communications
"These have always been silly. Would you listen to one? I'd stop the elevator and throw the person off.
These days you don't sell, you establish relationships through referrals, introductions, and a powerful brand or presence. That means you have to talk about the prospect's results, not your 'features and benefits.' Elevator pitches are as dead and dumb as cold calling. Always ask yourself, 'Would you buy from someone doing this?'" – Alan Weiss, organization development consultant and executive coach
How it can be adjusted
"The elevator speech is still alive and well, but its name might be outdated. Maybe we should rename it to the professional tweet or personal branding advertisement?
This short pitch must pack a punch by conveying your strengths, skills, and competencies that separate you from the pack. What is your dream job and why are you a perfect fit for this opportunity? This pitch should not sound robotic, but you should certainly practice it just in case a prospective employer unexpectedly asks that question, 'What do you want to do?' Opportunities sometimes present themselves when you least expect it." — Kali Chan, director of media relations for the office of public affairs at Adelphi University
"As a recruiter in communications, I advise candidates on a daily basis of the ins and outs of the interview process — for the last 18-plus years. Having this presentation skill ready to go at any time, on a moment’s notice, demonstrates the ability to think quickly and shows a focused mind. Yet, this happens very rarely, and would one wish to work at a place where your opportunity for employment is limited to this option? Cuts both ways. Again, be prepared." – Peter Bell, president of Peter Bell & Associates
So, readers, what's your attitude toward the elevator pitch? Were you trained to use it? Has it ever helped you land a job or gain business? Or have we moved beyond it?
Posted by Elizabeth at 10:12 AM 0 comments

Sunday, March 6, 2011

Moola Days



Moola Days

Posted: 05 Mar 2011 12:26 PM PST
Every business owner dreads the annual insurance review that must be conducted to make necessary adjustments to every aspect of their insurance coverage. A professional relationship with an experienced insurance agent will reduce the amount of effort and ensure that every aspect of the business is covered.
Certain employee activities will require specialty coverage under the business auto insurance policy because these activities fall outside coverage of the health, worker's compensation, and business insurance policies (in fact, some experts even recommend that an e-commerce business purchase business insurance!) Gaps in insurance coverage can be costly and even devastating to the life of a business.
When the business owner understands the reasons for purchasing adequate auto insurance for their business vehicles along with coverage types, and impacts on the premium, better decisions can be made to purchase appropriate coverage.

Reasons for Business Auto Insurance

When a business owner first strikes out to fulfill their dream to be self-employed, some details are left for later. One of the most important details to cover is switching from personal auto insurance to business auto insurance. There are very specific reasons to take this step, including:
  • Personal insurance will not cover the business use of a vehicle, but many business owners learn this fact after a loss occurs. Many personal policies have a stated disclaimer in the fine print of the policy that exempts the insurance company from paying business-related claims.
  • Employees must be covered while using a business vehicle. Business auto insurance will cover the injury-related expenses for the employee that is hurt while driving a company vehicle. Company-issued health insurance will not pay for injuries received in an automobile accident.
  • Equipment on the vehicle must be covered under business auto insurance because most vehicles are off the premises when incidents occur. Extra care must be given to covering specialty equipment under the auto policy.
  • The company name must be used as the insured on the policy to prevent non-payment by the insurance company. This detail is paramount when vehicles are leased from another entity.

Coverage Types

Business auto insurance falls into nine categories, also called symbols, which designate the vehicles covered under the policy. While the titles are self-descriptive, there are specific instances where each level of coverage could be appropriate. Reputable insurance agents will ask many questions to determine the best level of coverage without over-insuring the business. Reveal every possible use for the business vehicles and notify the agent when new vehicles are purchased.
  • Symbol 1 – Any vehicle – Few insurance companies will issue a policy under symbol 1 because of the broad level of risk that is associated with all the vehicles that could be used by a business. This designation is by far the most expensive business auto insurance classification and would benefit only extremely large corporations where itemized details would be impossible to track and list.
  • Symbol 2 – Owned vehicles only – Vehicles owned by the insured are covered by this designation. The most important aspect is to verify the accurate insured designation in the policy to prevent a third-party entity, such as a leasing company, from being named instead of the business owner.
  • Symbol 3 – Owned private passenger cars – When the business owns vehicles classified by the insurance industry as "passenger cars," other types of vehicles would fall outside the classification and not be covered under this symbol. Consideration must be given to purchase cars that carry lower premiums and are rated as "safe" by the insurance industry. Insuring a fleet of sports cars would be considerably more expensive than a fleet of four-door sedans.
  • Symbol 4 – Owned vehicles, not private passenger – Insurance under this symbol covers specialty trucks and buses used for specific tasks. This portion of the vehicle insurance would not cover any vehicle that falls under other symbols.
  • Symbol 5 – Owned vehicles, PIP coverage – Some states require that all business carry insurance under this symbol. Personal injury protection (PIP) is required in all "no-fault" states.
  • Symbol 6 – Owned vehicles, Uninsured motorist – Certain vehicles must be covered by this category in some states. The experienced insurance agent will make the recommendation for the proper vehicles to place under this symbol.
  • Symbol 7 – Specified vehicle coverage – This designation is the most common business auto insurance option because the insured lists the vehicle VIN‘s on the policy. For smaller business firms, this option is the easiest to track and maintain. Because specific vehicles are listed, the premium on the policy is lower than the policies written under symbols 1, 2, 3, and 4, which do not require a specific list of vehicles.
  • Symbol 8 – Hired vehicle coverage – Companies with traveling employees carry this type of insurance to cover the cars that are rented for use by employees. This type of coverage prevents each employee from purchasing insurance from the rental car company at the time of rental.
  • Symbol 9 – Non-owned auto coverage – Insurance issued under this symbol is purchased to cover gaps left by symbol 8 coverage. An employee is covered if an accident occurs while using their personal vehicle for a business purpose.

Impacts on Premiums

Many factors will raise the premium on business auto insurance. Some of these factors can be controlled while others would cost a great deal of money to correct.
  1. Business location – High-crime areas present an increased risk to the insurance company and the premium will be increased accordingly.
  2. Employee driver records – Hire people with clean driving records to prevent drastic increases in auto insurance premiums.
  3. Safety devices – Theft deterrents on the vehicles as well as locked garages and parking lots will lower the premium assessed.
  4. Coverage limits – Higher insurance limits will increase the premium, so careful consideration must be given to insure against loss without paying for too much insurance.
  5. Liability limits – Some business owners choose to carry an umbrella liability policy instead of purchasing the liability component under each of the insurance policies.
  6. Deductibles – Higher deductible amounts can be set to lower the premium, but care must be given to examine the combined deductibles from all the business policies to prevent a hardship in the event of multiple losses.

Finding the Best Coverage

Business growth will cause multiple changes in the business auto insurance coverage, and the professional insurance agent will ask appropriate questions throughout the year to keep the coverage up to date. Volunteer information to the agent because retaining good customers is his highest priority. Make changes when appropriate and leverage every possible discount including the multiple policy discounts offered by most large insurance companies.
The Small Business Owner's Guide to Business Auto Insurance is a post from: Moola Days
Posted by Elizabeth at 10:22 AM 0 comments

Saturday, March 5, 2011

The Work Buzz's Latest News: “Charlie Sheen’s guide to getting fired” plus 1 more



The Work Buzz's Latest News: “Charlie Sheen’s guide to getting fired” plus 1 more

Posted: 04 Mar 2011 12:09 PM PST
If there's one thing Charlie Sheen has always been good it, it's creating controversy.
In high school, he was expelled just days before graduation for bad grades and poor attendance. In 1990, he accidentally shot then-fiancée Kelly Preston. In the mid-90s he was linked to Hollywood madam Heidi Fleiss, and in 1998 he suffered a drug overdose. In the past 10 years, he's had accusations of violence and threats against ex-wife Denise Richards and currently estranged wife Brooke Mueller.  And most recently, the dicey details of his alleged drug and alcohol fueled binges have become a fixture in the national media.
Despite all of his bad behavior, however, Sheen has maintained a relatively respectable, and at times seriously lucrative, career. By and large, his employers have tended to ignore his less-than-pious extracurriculars. But even Charlie Sheen can't badmouth his boss and get away with it.
On February 24th, Sheen called into syndicated radio program "The Alex Jones Show," during which he went on an angry rant about — among other things — "Two and a Half Men" creator Chuck Lorre. Sheen called Lorre a "turd" and a "clown," before referring to him with a racial slur. On the same day following the outburst, production of "Men," which was in the middle of filming its eighth season , was immediately stopped. “Based on the totality of Charlie Sheen’s statements, conduct and condition, CBS and Warner Bros. Television have decided to discontinue production of ‘Two and a Half Men’ for the remainder of the season,” reads the joint statement from CBS and Warner Bros.
After all of his antics, Charlie Sheen finally got fired — apparently for badmouthing the boss.
You don't have to announce your hatred for your manager to the world on a syndicated radio program to get fired from your job, though. Facebook, Twitter, a magazine article and even a chat over the water cooler will all suffice as manners in which to air your disdain for the higher ups … and get fired for it.
Here, six examples of why it's never a good idea to bad mouth the boss, and an expert's advice on how you can better handle your frustrations.
1. In another high profile case, Gen. Stanley McChrystal was forced to resign from his post as the commander of U.S. forces in Afghanistan last summer, after his off-color comments about both Vice President Joe Biden and the Obama administration in general were published in an article for Rolling Stone.
2. A U.K. woman was fired after posting on her Facebook page, “OMG I HATE MY JOB!! My boss is a total pervvy (sic) w**ker, always making me do s**t stuff just to p**s me off!! W**ker!”
The women had apparently forgotten that she was friends with her boss on Facebook. A few hours after posting the Sheen-worthy rant, her boss replied with a comment of his own, which ended, "And lastly, you also seem to have forgotten that you have two weeks left on your six-month trial period. Don’t bother coming in tomorrow. I’ll pop your P45 in the post and you can come in whenever you like to pick up any stuff you’ve left here. And yes, I’m serious."
3. In June 2010, Andrew Kurtz, a 24-year old Pittsburgh Pirates’ mascot, was fired after posting a comment to his Facebook page about team president Frank Coonelly's decision to extend the contracts of two of the Pirates' managers. Within hours of posting the comment “Coonelly extended the contracts of Russell and Huntington through the 2011 season. That means a 19-straight losing streak. Way to go Pirates,” Kurtz was let go.
4. Four women who worked for the town of Hooksett, N.H. lost their jobs in 2007, after they were caught discussing a rumor that their boss, town administrator David Jodoin, was having an affair with another female employee. Two of the women subsequently made an appeal to get their jobs back, claiming they had been wrongfully fired, but the appeal was denied.
5. In a bit of a twist, Brazilian football team Palmeiras fired its manager after he made a comment on Twitter that he hoped one of his players — who'd skipped practice with no explanation — would be traded to a rival team.
6. Dawnmarie Souza, a Connecticut employee of American Medical Response, was fired after badmouthing her boss on her Facebook page. Among other insults, Souza implied that her boss should have been a psychiatric patient. Souza's firing prompted the National Labor Relations Board to file a case against AMR in October 2010, on the grounds that AMR's policy against workers discussing the company negatively on the Internet was in violation of NLRB guidelines. The case was settled in early February, and AMR agreed to amend its policies.
The lesson to be learned from all of these outbursts is one of communication, says Kerry Patterson, co-author of the New York Times best-seller "Crucial Conversations: Tools for Talking When Stakes are High."
"Employees typically badmouth their boss when they are angry and don't know how to confront their boss about the issue," he says. "One of the problems with badmouthing is you typically communicate emotions harsher than you actually feel and will most likely regret your words later."
A better approach, Patterson says, is to directly address the issue you're having. "Regain your composure and choose to problem solve, rather than badmouth. With the right set of skills, you can respectfully confront your boss before you act out in ways that could eventually cost you your job."
The following are Patterson's guidelines for constructive confrontation.
  • Don't address the matter when you're irritated: "This is ineffective because at that point our goal is no longer to be constructive, it's to punish. Before opening your mouth, ask yourself, 'What do I really want?'"
  • Establish respect: "Begin by clarifying your respect and your intent. Help your boss understand that your intent is to provide a different viewpoint you feel will help achieve your mutual goal."
  • Remain objective: "Describe your concerns with facts first. Don't lead with your judgments or conclusions. Start by describing in non-judgmental and objective terms the behaviors that are creating problems. If your boss becomes defensive, pause for a moment and check in. Reassure them of your positive intentions and allow them to express any concerns they have."
  • Give your boss a turn: "Finally, having shared your concerns, encourage your boss to share their perspective. Invite dialogue. The result of your openness will be a greater openness on your boss's part as well."
Have you ever badmouthed your boss? Have you ever fought the urge in favor of “constructive conversation?” How did it turn out?
Posted: 04 Mar 2011 08:58 AM PST
Some months, I wish the BLS' Employment Situation Report had a face, just so I could punch it. (Who’s with me? Anyone?)
February, however, was not one of those months.
Not only did the economy add 192,000 jobs last month, but the unemployment rate fell to its lowest rate in two years: 8.9 percent.
It's worth noting that these numbers are still far below the 300,000 jobs needed in order to see a significant difference in the unemployment rate; however, we did surpass the 150,000 needed in order to keep pace with the population growth.
In other words, while today's report might not exactly be Oprah-Winfrey-telling-us-we-all-get-a-new-car good news, considering where we were last month, I'd say it's at least Oscar-winner-Colin-Firth-makes-a-surprise-appearance-on-today's-Ellen exciting. (Or as FAO economist Robert Brusca succinctly puts it: "short of ebullient but good enough.") Who's with me?  
This month's report is especially hopeful for job seekers, as it illustrates employers' increasing confidence in hiring and a growing job market. Want even further proof of the growing job market? Check out the featured employers hiring this week. While you’re at it, expand your search and check out which cities offer the best opportunities for your career interests.
For more findings from the report, see below (or check out the full press release here):
  • State and local government cut 30,000 jobs, while federal government hiring was flat. Private employers added 222,000 jobs – the most since April.
  • The number of unemployed persons decreased slightly from 13.9 million in January to 13.7 million in February.
  • Hiring increased across several industries, with manufacturing and construction both adding 33,000 jobs in February; while professional and business services added 47,000 jobs. Health care employment increased with 34,000 new jobs, as did transportation and warehousing employment with 22,000.
  • The average workweek for all employees on private nonfarm payrolls was unchanged at 34.2 hours, and average hourly earnings increased by 1 cent to $22.87.
Posted by Elizabeth at 11:26 AM 0 comments

Moola Days



Moola Days

Posted: 03 Mar 2011 11:54 PM PST
If you didn’t know, your credit score influences your ability to get rid of debt and stay out of it. You will be charged the higher interest rate on money you borrow, that is, if your credit score is bad. But on the positive side if you have a good credit score, it will cost you less and enable you to pay it off quicker. So it’s important to know your credit scores from all credit rating bureaus and to raise your score as well. Raising your credit csore is easy if you know what to do, of course. Here are 7 steps to raise your credit score rapidly and keep it good. It’s not important from what you will start, following this plan will lead your score to desired achievement.
Step 1: Check your credit report
The main credit bureaus (such as Equifax, TransUnion and Experian) are required to put a free copy of every consumer’s credit report at their disposal once a year. This step is very important because you can find errors there. Generally, one of the four credit reports contain a mistake which can prevent you from getting a loan or credit card. So, once you get a report go through it carefully. And if you find out some errors such as late payments that were actually paid on time, correct them as soon as possible. Send a certified letter with the explanations what information was incorrect and include copies of documents that confirm your pretension.
Step 2: Automatize payings on your bills
This is probably the most important tip. Being late or missing payments can destroy your credit score quickly. So the usage of bank’s online bill-paying service is strongly recommended. With it’s help a pre-set sum will be automaticly transferred from your checking account every month and cover at least the minimum payments on all your credit accounts.
Step 3: Avoid new credit card purchases
One of the worst things you can do in a bad credit situation, is continue gathering debt by making purchases with a credit card. If you already have balances on your credit cards, give them up until you have more control of the situation. On the other hand, be cautious of letting an account remain inactive for several months – it may be canceled by the credit card issuer.
Step 4: Length of Your Credit History
The only thing that can improve your credit history is time, but you can manage it sensibly. Don’t open several new accounts in a short period of time, especially if your credit history is no longer than three years. Adding accounts too often tells that you might not be able to manage your credit responsibly.
Step 5: Shop for loans quickly
When you apply for a loan, the lender send out a request to one of the credit-rating agencies to find out how worth your credit is. A lot of such requests can hurt your FICO score, since it could indicate that you’re trying to borrow money from different sources. The FICO scoring system is designed to allow for this by considering the length of time over which requests are made. So, try to do all of your loan shopping within 30 days.
Step 6: Consolidate your debts sensibly
Consolidating your debts makes sense, particularly if you’re able to fulfill the consolidation at an interest rate saving you money in the short term and the long one. But don’t look at debt consolidation as the total solution of all your difficulties. If you really decided to consolidate your debts, get yourself some knowledge on financial management along with that, in order to become more responsible with your personal budgeting and spending. That’s the best mean for securing your financial future.
Step 7: Demonstrate That Your Responsibility
The best way to raise your credit score is to show that you can handle credit responsibly. It means not borrowing too much and paying back on time. Don’t open new accounts just to increase your available credit or create a better variety of credit. You should open new credit accounts when you really need them.
As a conslusion, you should understood that raising your credit score isn’t a speedy process and can’t be done overnight. Instead, take into considerations all the aspects that can help improve your credit score and continue paying your debts – in time you will see your credit score improve.
7 Steps To Raise Your Credit Score is a post from: Moola Days
Posted by Elizabeth at 11:21 AM 0 comments

Friday, March 4, 2011

The Work Buzz's Latest News: Can we really revamp performance reviews?



The Work Buzz's Latest News: Can we really revamp performance reviews?

Posted: 03 Mar 2011 10:43 AM PST
Performance reviews have gained a reputation as a necessary evil in many workplaces. Whether you're a teacher at a school, a spreadsheet guru in a corporation or a manager at a grocery store, your performance is assessed by your boss at some point in the year. It's just the way businesses work. But does it have to be?
If you'll recall, we recently discussed how to improve your performance review, both as the boss and as the employee. Specificity, we explained, is what makes a review worthwhile. "You did a good job" might be nice to hear, but it's meaningless if you don't know what you did well or how you can replicate that success in the coming year. Author Samuel A. Culbert agrees. As the author of "Get Rid of the Performance Review! How Companies Can Stop Intimidating, Start Managing — and Focus on What Really Matters," Culbert makes the case for a complete revamp of performance reviews in an op-ed in The New York Times.
He writes:
"In my years studying such reviews, I've learned that they are subjective evaluations that measure how 'comfortable' a boss is with an employee, not how much an employee contributes to overall results. They are an intimidating tool that makes employees too scared to speak their minds, lest their criticism come back to haunt them in their annual evaluations. They almost guarantee that the owners — whether they are taxpayers or shareholders — will get less bang for their buck."
Your criticism of reviews might be harsher than this (if you've ever received what felt like an unjustly negative one) or more favorable (if your bonus has ever benefitted greatly from a positive one). Yet, Culbert's assertion that these reviews intimidate workers is difficult to disprove. Ask workers whether or not they carefully weigh their words during reviews and throughout the year for fear of managerial retaliation. I suspect they will answer with a resounding yes.
That's not to say reviews are completely useless. They can be helpful, harmful or useless – which can be said of many aspects of professional life. These evaluations, if carried out correctly, can help workers see where they have room to improve and where they excel. In an ideal world, performance reviews are opportunities to actually improve performance. Culbert throws out this idea:
"It's something I call the performance preview. Instead of top-down reviews, both boss and subordinate are held responsible for setting goals and achieving results. No longer will only the subordinate be held accountable for the often arbitrary metrics that the boss creates. Instead, bosses are taught how to truly manage, and learn that it's in their interest to listen to their subordinates to get the results the taxpayer is counting on.
"Instead of the bosses merely handing out A's and C's, they work to make sure everyone can earn an A. And the word goes out: 'No more after-the-fact disappointments. Tell me your problems as they happen; we're in it together and it's my job to ensure results.'"
Sure, this is a great idea – in theory. But your company has to adopt this approach in order for both you and your boss to be held accountable. Otherwise you'll still be the only one being held accountable. Naturally, you can forward the NYT article to your boss, talk to her about the "performance preview" method, or drop a note in the company's suggestion box. But chances are you're not looking at an overnight change.
Instead, your best option is to implement some of these ideas into your existing review process. You can use some of Culbert's approach to your advantage – even without telling your boss.
1. Define success and failure on your own terms
Your boss will evaluate you however he wants to, but you can frame your achievements on your own terms. A lot of work can't be measured by sales or invoices. Instead, keep a list of positive feedback you've received from customers, clients, colleagues and anyone else. When you say, "I think I've had an excellent year," you can show proof that others agree with you.
2. Check in with your boss throughout the year
Don't be a pest who is always asking for your boss' approval – that will come back to haunt you in a review. However, don't stay silent all year, either. If you don't occasionally ask your boss for feedback on a project or your overall performance, then you will be blindsided when review time arrives. If your boss is receptive, ask during your review if you can go ahead and schedule another brief meeting for two or three months from now.
3. Relate your performance to your boss
Let's be honest: Most of us don't care about anything until it affects us directly. Make your boss care about your goals by tying them to her. "If I can do X, then it will bring in Y, which would make it easier for you to do Z." Like it or not, bosses are extremely busy, and they need an incentive to add your needs to their to-do list.
So, readers, what do you think of Culbert's "performance preview?" Is it pie-in-the-sky fantasy? Is it a legitimate alternative to reviews? Do you see it actually being implemented in workplaces?
Posted by Elizabeth at 10:32 AM 0 comments

Thursday, March 3, 2011

The Work Buzz's Latest News: Are creative types less likely to land leadership positions?



The Work Buzz's Latest News: Are creative types less likely to land leadership positions?

Posted: 02 Mar 2011 09:18 AM PST
Chances are, if you've looked for work in the past few years, you've come across more than one job listing calling for an "out-of-the-box" thinker. While this term certainly falls into the overused jargon category, it is true that companies are increasingly placing value on creative types.
According to a recent survey of 1,500 CEOs conducted by IBM's Institute for Business Value, creativity was seen as the most important indicator of successful business leadership.
Unfortunately, though, it seems that when it comes to creativity, the business world is a lot quicker to talk the talk than it is to walk the walk. In a new report called "Recognizing Creative Leadership: Can Creative Idea Expressions Negatively Relate to Perceptions of Leadership Potential?" to be published in the March 2011 issue of the Journal of Experimental Social Psychology, researchers found that people often see creative types and leadership types as being mutually exclusive.
The results of each of the three studies conducted by the researchers for the report were conclusive: Although study participants consistently claimed to value creative ideas, they were also less likely to believe in the management potential of those who expressed them.
So why is it that people have such a hard time viewing these highly touted out-of-the-box thinkers as management material?
According to the study, it may have something to do with our pre-conceived ideas about these two types of people. Consider this: The job of a leader is to provide direction, purpose and clarity. Theoretically, then, a good manager should be able to offer concrete, actionable and well-communicated ideas to a group of people.
At the same time, as a general stereotype, "creativity is often associated with uncertainty, nonconformity, unorthodoxy and unconventionality," according to the study, all of which can create a sense of ambiguity –  an idea that completely contradicts the traditional qualities most associated with leadership.
Therefore, despite the ever-increasing need for creative solutions in today's business world, the findings of the study suggest that "organizations may face a bias against selecting the most creative individuals as leaders in favor of selecting leaders who would preserve the status quo by sticking with feasible but relatively unoriginal solutions."
So will there ever be a shift in the leadership paradigm? According to an article on the website for the Wharton School of Business, where one of the study's authors, Jennifer Mueller, is a professor, if companies value creativity and innovation, then it's up to them to break their leadership stereotypes. "Many companies want to be creative and they just don't know what they are doing wrong," she said. “Companies need to think about this issue and their performance appraisal systems should be changed accordingly.”
Do you think that creative people make good leaders? Are you an innovative leader? Tell us about it in the comments section, below.
Posted by Elizabeth at 11:43 AM 0 comments

TreeHugger Job Alert

Posted by Elizabeth at 5:51 AM 0 comments
Subscribe to: Posts (Atom)

Career Igniter

DeVry University "Career Igniter" Green Tech Sales from J. Kelly on Vimeo.

After watching a video use your browser's BACK button to return to the previous menu page.