Satire – Blanchard LeaderChat

Top 5 Things People Don't Know About Virtual Workers

Hart Lee — Fri, 20 Nov 2015 20:40:52 +0000

The Leaders Guide to Mediocrity—Less Than a Million Ways to Maintain the Status Quo

Blanchard Associate — Fri, 13 Nov 2015 20:24:04 +0000

“Proceed with caution in the direction of your hopes, and live safely, the life have.” —Hank Dave Locke
Mediocre is a good. Moderate quality is ok. “Average is the norm,” as Yogi Berra might say.
Today’s world is complicated—every segment of society is continually changing and very little seems to be certain anymore, like it was two hundred years ago. No amount strategy, planning, or consulting can change this reality.
The great challenge for today’s leader at work, in sports, at home, or in academia, is to help everyone just hold on through the chaos and hope that things turn out for the good. We need to lower our expectations on what “greatness” really is. Our primary focus as leaders today is to maintain the status quo and not allow innovation, excellence, or a utopian idea of high-performance disrupt people from allowing people to get their job done the way they always have—for the most part.
The following are a host (who really counts how many points there are in articles like this anymore?) of ideas, or habits, or secrets, that will help leaders around the world avoid the stress caused by the quest for “higher levels” of performance and help maintain the status quo within your spheres of influence—if you have any.
Don’t Have a Vision
Visions are nothing more than “pie in the sky” dreams about the way things should be, not the way things really are. Having a vision for your organization only stresses people out and puts too high of expectations on them—expectations that are impossible to live up to in the end. And besides everybody forgets the vision after the town hall meeting anyway. So leaders need to save everyone the stress—don’t create a vision.
Don’t Set Goals
Like vision, goals are a big stress in any area of life. People don’t need really need goals; it only sets you up for failure and disappointment. People come to work and know what they’re supposed to do and should be left alone to get it done—they don’t need a goal to tell them what they need to do. Without the stress of goals we don’t have to plan our week or take time every day to think about our activities we need to do. Without the burden of goals, people are free to just get straight to working—on something!
Don’t Give Feedback—And Never Ever Ask for Feedback

Feedback is just an illusion. It’s just someone else’s perception. By offering feedback you’re suggesting that something could be actually done a certain way—that’s pretty judgmental if you think about it. The reality is that everybody has their own way about going about doing things. By giving feedback to someone you’re know judging them, you’re insinuating that things could be done even better, and this is very disruptive to an organization—especially when you give feedback to someone that’s been leading people for 20 or more years. By asking for feedback you’re insinuating that someone knows how to do it better than you. That’s a no-no. You’ll look like a fool and people may begin to think that you don’t know how to do your job if you ask for feedback
Don’t Listen

There’s only so much time in a day that you can sit around and listen to people’s complaints and problems. A leader that wants to maintain the
status quo and promote mediocrity, keep things flowing, should have no part of listening to somebody else’s challenges concerns or feedback. Time is of the
essence so don’t waste time listening to people’s concerns, and they’ll figure it out on their own—probably.
Don’t Solve Problems—Today
Like listening, problem-solving is another big waste of time. Problems exist, they always will, so what’s the point of trying to solve a problem when the reality is there will be 10 more, at least, that will spring up the next day. And if you really must try to solve a problem, sometimes you do, than the best strategy is to put it off until tomorrow. An average leader instinctively knows that today is all we have, and today’s troubles will take care of themselves; tomorrow.
Don’t Measure Performance
Our society is beginning to understand this at a youth sports level—it’s time to understand this at a corporate level. If you hand out trophies and reward people for a “excellent” performance, what does that say to the rest of the organization? Measuring performance is just another way to discourage those who want to show up and work and just collect a paycheck. It’s another way to create distrust of the executives. Remember, your mission is to help your people survive, it’s not up to you to help them thrive—making the “scoreboard” irrelevant.
Feed Them Coffee and Donuts
This is a no brainer. Pavlov proved long ago that food, and now today, coffee, is a real good way to keep people satisfied. As long as people can come to work and know that donuts and coffee will be available, they will keep showing up. Sure it didn’t really work out with the orca whales at that Entertainment Park, but then again people aren’t really whales—food defiantly will satisfy humans. It’s not that complicated.
Which brings us full circle. Today’s leaders need to provide a safe environment with moderate expectations. The primary purpose of leadership is to help people survive and get through life in one piece—and enjoy the weekend. Leaders who follow these simple guiding principles will more than likely produce a culture of mediocrity and maintain a steady balance and certainty in an otherwise uncertain world.
Jason Diamond Arnold is a leadership consultant for The Ken Blanchard Companies. He is Coauthor of Situational Self Leadership in Action a real time, real work, leaning experience that develops effective communication and collaboration skills for individuals in the workplace. He works with Fortune 500 Companies, Small Business, and Start Ups developing Performance Intelligence strategies that are linked to research based, leadership development curriculums and cutting edge application software.

Top 10 Things Leaders Do to Bust Trust

Gus Jaramillo — Wed, 02 Sep 2015 13:00:00 +0000

British vs. American Culture!

Hart Lee — Fri, 14 Aug 2015 23:36:05 +0000

5 Things People Do To Look Really, Really Busy

Gus Jaramillo — Fri, 17 Jul 2015 08:22:21 +0000

Top 5 Office Pet Peeves (Leadership Quote)

Hart Lee — Fri, 26 Jun 2015 15:26:53 +0000

The Selfie-Stick Madness

Gus Jaramillo — Fri, 06 Mar 2015 17:50:33 +0000

I get it. Really, I do. As a millennial and self-prescribed hipster, I enjoy the photo as much as anyone else. But the selfie stick is on a whole new level. It’s basically the extended arm of self-absorption. It’s a tool for people who are just trying to outdo themselves online and using selfie-sticks as the catalyst for promotion. I mean, we’ve all taken selfies (including myself), but we really need awareness and support to end the selfie-stick madness.
And honestly, being a big deal online is like, having a ton of money in monopoly.
Even the Smithsonian isn’t having it. They’ve recently issued a ban to unsuspecting tourists and wannabe narcissistic enthusiasts: No selfie sticks. The Louvre in Paris hasn’t taken action yet, so if you want to grab a selfie with Mona using your stick, now’s your chance.
Side note: With all this going on, how the heck did Kodak go bankrupt? Seriously.
Anyways, at Blanchard we have launched a new campaign around connectedness and collaboration. “We is the new me”. We are using the “USIE” (apparently the new word for a group selfie) to express that and share amongst colleagues. I think “groupie” sounds more appropriate for this new phenomenon, but apparently a few women in the 60’s beat us to the punch. We even have the virtual group selfie. I’m calling it the Velfie.
Regardless of all of these shenanigans, what we really want is to share our story, connect with others, and dialogue about ways to be collaborative and connected at work in a meaningful way. How do we really collaborate across cross-functional teams and provide productive and meaningful results? A recent large study confirmed that people with more friends and connections are generally happier, healthier, and better off, and that happiness spreads through social networks. Social connections can also influence and discourage potentially harmful behavior such as smoking. Research suggests creating a healthy connection with influences that are constructive and positive. Good health, employment, and feeling safe and secure all increase people’s chances of developing positive social networks that help improve our lives.

Humor me this…

Gus Jaramillo — Fri, 12 Sep 2014 08:00:56 +0000

You remember the ol’ classic one liners people used to tell? “Did you hear that one about the teacher, the pastor, and a farmer who went ….”. Yea, I can’t remember the rest of the joke either but I still find them to be simple and amusing. These jokes have almost a sacredness about them and have this allure similar to the Cartoon section in the New Yorker. The classic nature of these jokes and the quirky delivery gets me every time. I love it. To me, one of the greatest attributes in a leader is the ability to inject humor and light-heartedness into a stressful situation. The delivery and the punch line are the two greatest elements to good humor and a smart leader recognizes that being the brunt of most jokes is a good thing. Self-deprecation and honest humility are common elements that build trust and admiration with those you are leading.

However, one thing to remember is that just because you have something funny or witty to say, you shouldn’t always pull the trigger. As Winston Churchill once said, “A joke is a very serious thing.” Often people insert half-truths, undercutting jabs, subtle attacks, and mocking humor that can be very offensive and off-putting. As in any great play or performance, know your audience and the setting and be sure that your humor makes people feel appreciated and not belittled.
Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

Pent Beneath Fancy Knot

Blanchard Associate — Fri, 29 Aug 2014 17:19:37 +0000

To the one pent beneath fancy knot,

pent behind fancy knot

It is curious to look at your affair

Catching you gaze toward heaven

Each afternoon seeking fresh air

Petitioning social network for leaven

Numb cheek now fermenting

Who could rejoice with thee now?

Fatigued, slipping into some ancient chat

You lie back in whispering waves of mocha

Toes banked in lukewarm grains of sand

Swimming in ocean’s of caramel bliss

Careless of the call you just missed

Pent beneath fancy knot

Ulysses’ alarm, pale reason to depart

Returning home at sundown—eyes half shut

Visions of Marla—the happy stray mutt

Once proud royal, mourn the day left behind

Slumber to the door—the angel’s tear has descended

You slide softly and silently into your favorite spot.

Still pent beneath fancy knot

by J. Diamond Arnold
Jason Diamond Arnold is a Leadership Consultant and Learning Media Producer at The Ken Blanchard Companies. He is Coauthor of Situational Self Leadership in Action a real time, real work, leaning experience that develops effective communication and collaboration skills for individuals in the workplace. He is Co Producer and Director of Stepping Up to Leadership with Scott Blanchard, at lynda.com.

Party like its 1776!

Gus Jaramillo — Fri, 04 Jul 2014 08:12:26 +0000

With America’s recent bid for the World Cup title, coupled with the 4th of July weekend, I’ve been feeling pretty patriotic lately. I’ve decided that my first born’s sons name will be Tim Howard…Jaramillo. After the amazing 16 saves in the recent loss to Belgium in the World Cup by Tim Howard, I can admit that only this would be the appropriate and patriotic thing to do. And with this upcoming 4th of July weekend, I suddenly feel inspired to name my first daughter George Washington…Jaramillo. Some of these names, I’m sure, would have to be screened by my wife, but after some pillow talk and cuddling, I think they might be serious contenders.
The 4^th of July weekend is a special weekend for so many reasons. In today’s modern America, it means fireworks, BBQ’s, family, and a whole lot of people trying some Pintrest(y) type desserts. We all need to eat a flag cake at least once in our lives, don’t we? Although John Adams never predicted the American hipster, he came pretty close to what celebrations look like today. He said the 4th of July, “Ought to be solemnized with Pomp and Parade, with Shews, Games, Sports, Guns, Bells, Bonfires and Illuminations from one End of this Continent to the other from this Time forward forever more.” He also wrote in a letter to his wife Abigail that the Second Continental Congress voted in Philadelphia to declare independence from Britain on July 2^nd, not July 4^th….whoops! And most of the signers actually signed on August 2^nd and not on July 4th. Just to be safe, I’m recommending July 2nd-July 4th as national holiday(s). Who’s with me?

Whether it’s July 2nd or July 4th, I know one thing’s for sure. There have been incredible men and women who have sacrificed and fought to keep our nation independent. So let’s celebrate and cheer, not just for our nation, but for the folks who make up our great nation.
Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

Are you a Whine Sommelier?

Gus Jaramillo — Fri, 25 Apr 2014 08:00:01 +0000

If you are like me, you probably know someone who is a Sommelier, or an expert on all things wine. They know the flavors, the smells, and what will best complement each food item on the menu. They can tell you about the regions the wine came from, how long you should wait before you open a bottle, and the perfect temperatures for each bottle you have. Wine experts generally all agree on 1 rule: don’t drink the same bottle of wine every time.
Well here’s my number 1 rule for those who may be a Sommelier (of sorts).
Don’t uncork the whine.
There’s nothing worse than when you’re having a great dinner conversation with friends, and someone busts out the whine. Maybe you’re trying to have fun, talking about good times, and someone has to complain all night about some inequitable atrocity that was bestowed upon them. Don’t get me wrong, a good whine is great for certain occasions, but you have to know when to share it and when to just leave it corked. I mean, some people bring that whine to every occasion and I think to myself, “That whine is 100 years old, you should have saved it for a special occasion.”
I get it. Sometimes you just need to vent and be heard; I’m definitely with you on that. However, next time you are in the mood for a good whine, just remember that not everyone drinks.

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

What’s Your Management Astrological Sign?

Gus Jaramillo — Fri, 21 Feb 2014 08:00:03 +0000

I’ve been out of the dating scene for a while, but from what I see on the World Wide Web and the occasional post on various social media outlets, kids these days are using astrological signs to best match up with partners. In order to have a great experience at work, it’s important to find out what astrological signs exist for managers and which work for you. But there are some obvious signs that anyone in the workforce should be careful to avoid.
The Seagull:
Often the seagull is seen hovering around various office spaces looking to “connect.” He might be seen wearing baseball cap with a sports coat and a tie. He often checks fantasy football on his iPhone and rarely skips a chance to “do lunch” with the boss. He’s not really into how you feel and in fact would rather not know. As Ken Blanchard says, “You gotta watch out for Seagull Management. Seagull managers fly in, make a lot of noise, dump on everyone, and then fly out.” These seagulls think they are special because when they “show up” they cause a lot of havoc and they think they are just “getting things going.”
Seagulls don’t play well with direct reports but tend to get along well with same level managers and especially executives.
Direct Reports:

Be careful about getting wrapped up with what the seagull manager brings and be prepared to diffuse the situation.
What to watch out for: He’s not really your friend, unless he needs something from you.

Managers:

Play in the weekly football pool, but never accept his trades on fantasy football.
What to watch out for: Don’t get wrapped up in his management style. It may look effective and envious, but it’s not an efficient way to manage long-term.

Executives:

They are gimmicks. He might “get the job done”, but he will lose some of your best talent.
What to watch out for: Pay attention to turnover in this department. It might be a red flag for a dysfunctional team.

The Peacock:
Don’t be confused with the peacock. He’s a deceiver. He looks like he’s doing a bunch of work but he’s really lazy. His favorite management tool is the “delegation.” He’s too busy with everything he’s got going on so he gives away everything he’s supposed to do. He is tangential with his speech because he’s not really saying anything but words continually spew out of his mouth. No one understands him, but somehow we hear him. You may think its Armani but really the suit is a hand-me-down from his late, great Uncle Cornelius.
Peacocks don’t play well with direct reports but tend to get along well with same level managers. Executives aren’t fooled.
Direct Reports:

Prioritize the tasks given and don’t be afraid to get clarification.
What to watch out for: He will task you to death, so don’t get burned out.

Managers:

Don’t be a Peacock. For the sake of those who work for you, please don’t be a Peacock.
What to watch out for: 3 Piece Suits aren’t that great.

Executives:

Please send to remedial leadership training.
What to watch out for: Take a second look before you decide to promote.

The Chameleon
This guy. He’s quite the charmer and is generally liked in the office. He brings donuts on Fridays and loves puppies. These are all good things, but those that know him best are not sold on him. He has a tendency to say one thing and do another, over-commits to projects, and rarely delivers on what he promises. He tries to please too many people and has mastered the art of the fake smile.
Chameleons generally get along well with everyone, except those closest to him.
Direct Reports:

Have a conversation with him about how you feel; it might actually go better than you think.
What to watch out for: Stay away from the donuts.

Managers:

If you have this tendency, then don’t be afraid to say no every once in a while.
What to watch out for: If you know other managers like this, be careful in conversing with them. They may gossip and take up too much of your time with unnecessary conversation.

Executives:

May not be the best to run day-to-day operations.
What to watch out for: You may see signs of disorganization and lack of process in their department.

If you happen to run into one of these types of managers, just be sure to steer clear as much as you can!
Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

Corporate Citizen X

Blanchard Associate — Fri, 15 Nov 2013 19:34:26 +0000

Corporate Citizen X

He was found by all Human Resource accounts to be
An individual contributor against whom had no official complaint,
And all the annual reviews on his performance agree
That, in the new millennial sense of a classic word, he was an
Angel,
For in all of his daily tasks he did serve the greater good of the organization.
Except for one Sabbatical till the day he retired He worked at his desktop and never got fired,
But satisfied his many managers at Grey Consulting Inc.
Yet he wasn’t offensive or strange in his worldview,
For his mature colleagues report that he had paid his dues,
(His HR file also shows this service was satisfactory and sound)
And the outsourced Positive Therapists too had found
That he was respected by his peers and liked to sip the news
Social Media is convinced that he engaged CNN’s blog every day
And that his algorithms regarding advertisements were typical in every way.
Insurance records under his name prove that he was fully insured,
His health card showed it had been swiped once in the ER, and that he left completely cured.
All of Nielsen’s numbers and Gallup results do declare
He had taken full advantage of his 401k-employee match plan,
And had everything necessary for a 21^st century man,
Laptops, SMART phone, wireless signals running through his living room air.
Our investigation into Eco Footprints demonstrate a spirit of circumvent
That he maintained the proper green omissions based on the time of year;
When there was no conflict, he was not conflicted; when there was tension, he was proportionately tense.
He had married and added two and a half children to population,
Which all NBC Social Political polls indicate was the right number for a parent of his generation.
And a few witnesses observed that he never influenced or manipulated their
Online Education.
Was he free? Was he happy? The questions are rediculous and absurd:
Had anything been wrong, in this connected world, we surely would have heard!
A Parody of WH Auden’s, The Unknown Citizen
Jason Diamond Arnold is a Leadership Consultant and Learning Media Specialist at The Ken Blanchard Companies. He is coauthor of Situational Self Leadership in Action, a self-paced learning course about personal excellence and effective collaboration.

I’m Too Busy to Plan

Gus Jaramillo — Fri, 26 Jul 2013 09:30:50 +0000

There’s this new trend around planning lately; so I’ve heard. SMART Goals, SMARTER Goals, getting organized, and what not. To be honest, I’m not that into it really. It doesn’t grab my attention in the way that hopscotch, skipbo, or a mintly pressed cut-off jean jacket does. A tiger tattoo, the original Mario, or 3-in-1 shampoo? Now that’s cool. Planning? Eh, no thanks.
It’s boring.

Overwhelmed without a plan

My wife periodically asks me what I want for dinner tomorrow night; “chicken or steak?” Really? Seriously, I can’t even answer that question; I loathe the question in fact. There is something deep in my core that just won’t allow an intelligible response. The truth is, it’s too far in advance for me to know. Maybe it’s that I value authenticity. What if I change my mind? What if I want neither? It’s too much pressure. I can tell you what I want to eat now; let’s start there. But tomorrow? No sir; can’t do it.
Planning has that similar sting for me. It’s analogous in many aspects. There’s no immediate gratification for deciding on what to do next Tuesday. Every once in a while I see a quote from George Washington or some nostalgic leader who talked about planning… “Planning is great, for without it, I would not have chopped down the cherry tree.” I probably mis-quoted him, but you get the idea. I need realization not inspiration.
One of the ways I get going on planning is mapping out ideas for success. Instead of saying, “What do I need to do?” I sometimes think, “What does success look like here?” Then, I can build upon that frame of reference. If you’re like me, here are a few practical things to do to get kick-started on your planning journey:
1)      Get organized– It’s a start! Getting organized will help you plan; Don’t get too carried away here. I put sticky notes on the inside of my wallet. True story. Not at all ideal, but it’s an option.
2)      Prioritize! Separate the urgent from the immediate. Have you watched the local news lately? Everything is urgent! So if everything is urgent, then nothing is urgent.
3)      Don’t get distracted. I like to put some music on and get in the zone when I plan stuff out. Block out some time in your day to plan.
Those are just a few things and it seems to have worked for me. Not all of us can be wedding planners, but a adding a few elements to your planning arsenal isn’t such a bad idea.
Anyways, if you need me, I’ll be poolside snacking on a bucket of churros.
Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

Leadership Failure

Gus Jaramillo — Fri, 21 Jun 2013 08:00:55 +0000

Not too long ago I was put in charge of a couple sections of soldiers who were working on some military intelligence products for an upcoming mission. Since the teams were working on separate products, I assigned myself to one team and had a Lieutenant take charge of another team. The LT had been in the army for a few years, so I had no qualms about giving the team to him. I spoke with him privately and told him that he had “full autonomy” over his team and gave him full discourse over what his team did and how they finished their products. The next morning I come into work at 7:30 fully expecting everyone to be there for unit physical training. They weren’t. When I asked the LT where his team was, he said that he told them that they could do physical training on their own and that they didn’t need to show up until 9:30am. “What? Why did you do that? We always show up at 7:30.”

So, of course, they decided to sleep in and didn’t do any physical training for the day.
And of course my team was upset that they didn’t get to sleep in and come to work at 9:30. The last thing I wanted to create was resentment across the two teams. I thought that maybe a “team building” exercise was in order, but I didn’t carry it out because I felt I would probably screw that up too. I was upset about the whole situation, but mainly I was irritated at myself.
After looking back on the incident, here’s what I learned:

I never really gave him full autonomy

Here’s what I really said: You can have full autonomy unless you do something I don’t want you to do or something that I disagree with you on. What I told him he could do and what I wanted him to do were two separate things.

I shouldn’t have given him full autonomy

Giving full autonomy over everything is not really leadership at all. I thought I was doing the right thing by giving him autonomy, but what I should have done in that situation was to give him more direction as to what is expected and necessary. Autonomy has its place and limitations; using it correctly is when it’s the most impactful.

My communication was not aligned with my expectations

I was never clear on my expectations. What was standard and status quo for me was not necessarily the same for him. Talking through each other’s expectations would have been helpful for minimizing conflict and building trust.
For any further information or questions contact me at gus.jaramillo@kenblanchard.com

Want to be productive? Stay home from work

Gus Jaramillo — Fri, 17 May 2013 08:00:42 +0000

Absenteeism (not showing up to work) is a well-documented and researched metric. However, the evil twin brother of absenteeism is presenteeism, and it’s now starting to get some more attention. Presenteeism is defined as showing up for work when one is ill, and it is literally a productivity killer. It is estimated that the costs associated with presenteeism due to poor employee health is at least 2 to 3 times greater than direct health care expenses. The total cost of presenteeism to US employers has been increasing, and estimates for current losses range from about $150 to $250 billion annually. Consequences to presenteeism can be loss of productivity, major health costs, inaccuracies on the job, and spreading of illness to name a few. We all have done it, but we should really think twice about coming into work when we are sick. However, it’s just not that simple, and there are many reasons why just can’t say no.

There are many antecedents to presenteeism but here are some major reasons:
1) Our culture/manager fosters this behavior
I’m probably not the only one has been praised for being a team player and coming in when I was extremely ill. In a recent survey by the Health Enhancement Research Organization (HERO), researchers found that employees who indicated that their employer was not supportive in helping them become emotionally healthy were 320% more likely to have high presenteeism. A 2010 study by the Work Foundation found that more than 40% of employees were under pressure from managers and colleagues to come to work when ill.
2) Fear of losing your job
In research done in 2012, nearly a third of employers have reported a rise in the phenomenon of “presenteeism” in the past year. With the economy slowly turning the corner, employees are worried about losing their job or falling behind in the rat race. Dr Jill Miller, research adviser at CIPD, said, “Continuing economic uncertainty and fears over job security appears to be taking its toll on employees. We are seeing employees struggling into work to demonstrate their commitment, suggesting presenteeism can be a sign of anxiety.”
3) Pressure to perform
For some reason we equate our perception of the seriousness of the illness in direct proportion to justifying taking time off. “It’s probably just meningococcal so I should be fine; I doubt it’s contagious anyways.” Let’s leave the diagnoses to the professionals and see if we can’t rest for a little bit. In a recent conversation with an old friend he told me, “I have worked for my company for 20 years and I have never ever taken a sick day.” Well, why not? He said he had maintained the “old school” mentality of work, work, work. This never made sense to me; if you are sick, then why don’t you just stay home? Now I’m being a little hypocritical here because I have often got to work when I really was too sick to go. But the worst part about it was that he worked in a hospital!
4) Little or no sick days
Increasingly, employers have minimized the number of sick days and most of the time; we just can’t afford to miss work. Also, with the increasing amount of households turning into a dual income family, many parents are using their sick days to care for their children when they become ill instead of taking care of themselves.
There doesn’t seem to be any extreme changes on the horizon in the way employers handle presenteeism, however we owe it to ourselves to take care of our bodies and be present when we can afford to. Sometimes urgent can just wait until tomorrow.
For any further information or questions contact me at gus.jaramillo@kenblanchard.com

Know Yourself

Blanchard Associate — Fri, 03 May 2013 17:23:58 +0000

“We know what we are, but know not what we may be.” —William Shakespeare

When recently opening a package of Green Tea, the quote, “It’s not a privilege to know others. Know yourself. That’s a privilege,” was attached to the string. Perhaps the tea manufacture was having a caffeinated paraphrasing of a Lao Tzu philosophy to push the notion that you’ll some how be more enlightened when you drink this potion.

Self Reflection?

As random as it may have seemed at the moment, I gave fate it’s due because I’ve recently been discovering behaviors about myself and how I work under pressure that have been most curious. In full confession, I wasn’t immediately enthusiastic or inspired to act on the words of encouragement from the Teabag—knowing oneself can be a very frightening proposition, and may cause even more stress than we are ready for.
On one hand, the business of getting to Know Yourself may at first seem as if it could turn into a narcissistic escapade into an investigation of your own perceived flaws or perfections. Today, where we can turn every smart phone application into our own personal news network, status updating everyone on our trip to the gym, the food & drink we are consuming at any given moment, or snapping off a half dozen “Selfies” at arms length or in the mirror. The business of Knowing Oneself has the potential to quickly turn into how we want others to see us—not who we truly are.
And as daunting as the Tea Leaf’s proposition was to me, the notion of Self Knowledge is as ancient as cave paintings. The great philosopher Aristotle proposed that everybody has a rational and irrational side of their Self, used for identifying our own needs then making decisions according to those needs.
One of the greatest failures in the today’s workplace, and even more destructive in a knowledge based economy, is the inability for individuals to effectively determine our own needs, leading us to make less quality decisions while executing our daily tasks. The core reason we don’t know what our daily needs are is that we fail to read the tea leaves—we rarely stop to take account of what our strengths and weaknesses are, what perceptions we have about our own needs and abilities, and when we need to reach out to others for the proper direction or support of the goals or tasks we’re working on.
Taking a moment to look at yourself and your own needs is not some vain exploration into how you can serve yourself better, but rather a reflection on how you could more effectively serve others when you Know Yourself better.
Jason Diamond Arnold is a Leadership Consultant at The Ken Blanchard Companies and Coauthor of Situational Self Leadership in Action.

What’s wrong at work? You may need an Alberti

Gus Jaramillo — Fri, 12 Apr 2013 08:00:07 +0000

As a kid, I watched the movie Renaissance Man with Danny DeVito. Some of you may remember the film. Danny DeVito is this Advertising Executive with an Ivy League background who is fired from his job. He gets a temporary teaching position and is given six weeks to teach low-achieving soldiers the basics of comprehension and use of English language. He uses Shakespeare, the Renaissance, and other avenues to teach his students. Yet, only one of the historical figures covered in the film has mesmerized me ever since: His name is Leon Battista Alberti.
When I was in Spain a few years ago I had the opportunity to see some of his work at the Prado in Madrid. That’s when I knew, Leon Battista Alberti was the quintessential Renaissance Man. He was the Renaissance Man even before we knew what it was. In fact, Alberti is largely credited with actually defining the term Renaissance man as “men can do all things if they will.” He grew up pre-Renaissance in Bologna because his family was ousted out of Florence by the republican government, run by the Albizzis. His mother died as a result of the Bubonic Plague and he and his brother were raised by his father. He studied architecture and painting, he was a self-taught composer and musician, and he was a heck of an athlete, particularly known in the area for his fine horsemanship. A legend of Alberti states that he could stand flat-footed, look into a man’s eyes and leap right over his head. This legend is exactly why I still remember Leon Battista Alberti today.
“No crime is so great as daring to excel.” Winston Churchill
Often times in our work we become overrun with responding to emails, balancing projects, and stressing over the unknown that we hardly have time to develop certain skills that will set us apart from our peers. Or even leap us beyond our peers. Here are some questions to ask yourself for self-evaluation and reflection to help you find your “Alberti”:
What am I good at? Be honest here. Don’t overvalue your stock on this because others won’t see the same value and you might end up trying to sell a stock that’s overpriced.
What does this organization need/lack that I could champion? Your Alberti needs to be aligned with the organization. In order for it to be value added it must correspond with the vision of your organization.
Do I have the resources? If not, how can I get them? Look at your own career. What is the next step? A degree? A certification? If you can’t access any resources where can you go to get them? Getting stagnate on your skills is one way to have a mediocre career.
Does this matter to me? In a recent interview, former President Clinton was asked if he was selfless for committing so much time to his non-for-profit organizations. He said, “It’s because I’m selfish. I do it because it makes me feel good about myself.” If it doesn’t matter to you, your motivation to prioritize it and work on it won’t be sustained.
So, what’s your Alberti? Are you known in the office for doing something that adds value? If not, then find your Alberti and pursue it.
For any further information or questions contact me at gus.jaramillo@kenblanchard.com

Narcissism and How We Perfected It

Gus Jaramillo — Fri, 08 Mar 2013 14:00:45 +0000

I’m taking a rather ambitious stab at clearing the name of an entire generation with a single blog post. I have not been chosen by my generation to represent us, but by definition I’m entitled so I deserve a shot. Many have called Gen Yers as Generation “Me”, but I see it more as “Generation Y Not Me?” We’ve been called rude, entitled, lazy, narcissistic, and smart – ok, I snuck the last one in there, but you get the point.

Ok, so we like to watch a little TV and play video games, so what’s the big deal? We live life on the edge (of reality) and love to surf (the web) and socialize (on Facebook) all day. We are the doers. We seek not war, but peace. We love reality television and hang on every word they say (even the illiterate ones). We are not better than any of you, but we are special. Facebook, Twitter, and YouTube are just extensions of our inner self. We love rap music, iPhones, and Dancing with the Stars (my wife made me put that in here). We are not all about ourselves; everyone is just all about us.
This is our motto.
Tom Brokaw accurately named the World War II generation as the Greatest Generation. After reading the book, watching the Band of Brothers series, and hearing the stories from WWII vets themselves, I can’t deny this. These men and women were some of the purist of Americans—hard-working, dedicated, and loyal to their values. I remember visiting Normandy about 10 years ago and seeing the crosses of the buried soldiers neatly displayed—such a beautiful display of sadness and pain. In my own experience as a captain in the Army and a combat veteran serving in Afghanistan, I hardly saw any sense of entitlement among the troops. There were men and women who were generally unhappy to be there (I admit even sometimes I wondered why we were there), and hated everything about the war, but they still wanted to fight. There was a sense of pride about them and they fought long and hard. While in Afghanistan, I had a West Point Captain tell me about his 18-month deployment. He said the length of the deployment really hit him hard at the first Thanksgiving dinner. They were just about to start eating when one of his soldiers said, “Hey sir, don’t worry about saying grace. I’ll do it this year and you can say grace next year.”
I don’t claim we are the Greatest Generation but I do think Gen Y has contributed significantly more than just TV and video games. We are a young generation, but like many others we adapt, overcome, and move on. I never liked the label, “entitlement generation” because frankly I don’t think we deserve it. I hope this generation can rid ourselves of this brand and demonstrate the core American qualities that have been delivered to us from previous generations.
For any further information or questions contact me at gus.jaramillo@kenblanchard.com

Cartoon Leaders Who May (Or May Not) Be Good Role Models

Matt Youngblood — Fri, 11 Jan 2013 13:00:20 +0000

Long before we even think about what we’d like to do for a career or even our first summer job, we’re exposed to a variety of leaders. You know the ones there during weekday afternoons or even Saturday mornings?
In no particular order, below is a list of cartoon characters that are either bad or good examples of leadership (note that not all of them are necessarily from children’s cartoons):
The Bad

Young Business minded man dreams of future goals

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Image courtesy of http://www.simpsoncrazy.com

Mr. Burns (The Simpsons) – Let’s start with one of the most infamous and iconic leaders in cartoons. Most people will recognize this power-hungry nuclear tycoon. Some could say he’s a wealthy businessman (depending on which episode you’re watching), but if you’re an employee under Burns’ leadership, you better watch out. He’s the perfect example of a self-serving leader only looking out for his own best interests. The employees do get some nice perks (naps during work hours, anyone?), but I’m betting there’s a high turnover rate at that power plant. Don’t say the wrong thing around this one, or he may “release the hounds.”
Mr. Slate (The Flintstones) – Mr. Slate actually isn’t that bad of a leader. In fact, he seemed to have an ok working relationship with Fred. However, he has no patience for Fred’s mistakes. He likes to fire Fred on a regular basis. Instead of firing and re-hiring an employee consistently, he should spend more time giving Fred some direction. Yabba-Dabba don’t do this.
Spencer Cogswell (The Jetsons) – While George Jetson’s boss, Cosmo Spacely, has his own set of problems (another leader who loves to fire and re-hire his employees), he doesn’t compare to their infamous competitor Cogswell. This leader isn’t above stealing other’s ideas or firing employees for little-to-no reason. Stop this crazy thing!
Professor Farnsworth (Futurama) – He might be a great individual contributor since he always seem to invent something you need just at the right time, but watch out if you report to him! This leader has a tendency to sleep on the job, especially when you need something from him. For the most part, he’s honest with you, but he has a habit of forgetting to mention important details, especially in challenging and even dangerous situations. He also doesn’t provide a lot of support when you need it most. You might find a better leader on Omicron Persei 8.
Pointy-haired Boss (Dilbert) – If you could think of all the stereotypes of bad leaders and ball them under one individual, you’d get the Pointy-haired Boss. Can you say “demotivated?” He says and does everything the wrong way. He usually makes uneducated decisions and most of them are highly unethical. HR probably has a whole filing cabinet dedicated to just him. Don’t expect any direction, support, or any input, for that matter. It’s time to start combing your own hair to a point if you want him to notice you in a favorable light.

The Good

Splinter (Teenage Mutant Ninja Turtles) – You could argue that Leonardo is the leader of the green machine, but at the end of the day, who do they actually report to? That’s right, it’s the wise rat. He always seems to support his team the right way. In fact, I don’t recall Splinter ever making any real leadership mistakes/gaffes. Sure, he gets captured by the Foot Clan, but who doesn’t? He’s more than just a great leader since he’s also a father-figure. Don’t get caught goofing off on the job, though. You might find yourself doing 10 flips.
Optimus Prime (Transformers) – Yes, it’s the infamous leader of the Autobots. This leader fights for righteousness every step of the way. He could’ve landed on Earth an only thought about his own problems. Instead, he protects all forms of life. He’d sacrifice himself before sacrificing others. He’s a cross-species(?) kind of leader and has all the servant leader qualities. Roll out!
Keith (Voltron) – Keith is a good example of a leader who follows the GROW acronym. He likes to read in order to educate himself and he always thinks about how he can improve. He’s another leader that looks out for his team. Need to form the head? Don’t worry, Keith has you covered.
Papa Smurf (The Smurfs) – This is another leader who also has a parental role. He deeply cares and loves those who follow him. He helps those that have made mistakes or need guidance. Yes, he’ll get upset if his orders aren’t followed, but when the health and safety of the village rests in your hands, it’s easy to understand. Isn’t that Smurfy?
Lucky (Pound Puppies) – If you watched the Pound Puppies during the 80’s, you might not know Lucky. Lucky is actually the leader on the new version of Pound Puppies. This is the leader my own daughter would pick. While he commands respect (he is the alpha dog of the show, after all), he still does it without coming off as rude or mean. He cares about his crew, helps them in any way he can, and is always willing to do what’s necessary. Once a Pound Puppy, always a Pound Puppy!

What other cartoon leader makes a good or bad role model from your point of view? What makes them stand out from the rest?
(After compiling this list, I realize that it is composed of all-male characters and it could use more balance. If you can think of female characters that have good or bad leadership qualities, please leave them in the comments section).
Leave your comments!

5 Things I Forbid You To Do This Labor Day Weekend

Blanchard Associate — Fri, 31 Aug 2012 12:00:12 +0000

On Monday, we celebrate the social and economic accomplishments of the American worker. In an effort to truly honor the spirit of the holiday, here are 5 things I forbid you to do this Labor Day weekend:

Set Your Alarm Clock. Sleep in. You work hard. You deserve it.
Check Your E-Mail. Don’t worry, those “urgent” e-mails will still be there when you log in on Tuesday.
Make or Take Business Calls. Please step away from the cell phone. Turn it off or send those calls straight to voice mail. Just like your e-mail, the messages will still be there for you on Tuesday.
Engage Your Professional Social Network. I know you’re concerned about your Klout score but a couple days away shouldn’t cause any irreparable damage. Besides, we’ve got something in common with your e-mail and voice mail, we’ll also be here on Tuesday.
Neglect Your Family and/or Friends. Spend some time with those other people in your life who you don’t get the chance to see while you’re in the office.

Hope you all have a fantastic, relaxing, and disconnected three-day weekend!
Follow me on Twitter: @adammorris21 | Add me on Google+: gplus.to/AdamMorris21
(…just wait until Tuesday.)

Don't Lead With a Lead Foot

Blanchard Associate — Fri, 29 Jun 2012 13:00:14 +0000

Stop for a second and picture yourself cruising down the highway behind the wheel of your dream car. The window, or perhaps the top, is down and the wind is blowing through your hair. The engine is purring like a kitten. At the moment, everything is running smoothly, as it should. You then decide you want to see what this high precision automobile can do.
So you give it a little more gas. You can feel the power as you accelerate. Sure, you can hear the engine working a little harder but it’s nothing to be too concerned about. You give it even more gas. Now you’re flying. The faster you go, the more exhilarating the ride. The engine is revving hard to perform the way you want it to, but there still doesn’t seem to be any immediate concerns. Now, the ultimate test…you push the pedal to the floor.
At first you’re impressed at how well the engine is performing and how much ground you’re able to cover. However, the longer you keep your foot to the floor, the more “normal” it seems. You think to yourself, “the engine is working hard but it can handle it so I’m going to drive like this all the time!”
You continue along with the pedal to the metal. The car makes you look and feel like a rock star. But you begin to notice some warning signs. You glance at your tachometer and see your engine is redlining. Then you look at your gas gauge and realize you’re depleting your engine’s fuel reserves much faster than normal. That once proud roar of your engine is beginning to sound more like a lion with bronchitis. In the beginning, the smell of burnout was caused by tire rubber, now the smell of burnout is a result of failing engine components. The engine hasn’t completely failed you yet so, despite the warning signs, you keep your foot to the floor.
The incredibly high and unsustainable demands you’ve placed on your engine finally catch up to you. The engine completely gives out and stops functioning. Even though you had all the warning signs, you still seem surprised. Your initial response is to go on a tirade placing blame on individual engine components when in reality you should be acknowledging the role your driving style played in the engine’s breakdown. The cost to replace the engine is tremendous and it will completely destroy your budget. All of this could have easily been avoided had you placed reasonable expectations on your engine and paid attention to the warning signs when your rising expectations started to become unreasonable.
Every manager dreams of leading a team that runs like a well-oiled machine. But even the most finely tuned, high-performance engines have limitations. Leaders, are you leading with a lead foot?
Follow me on Twitter: @adammorris21 | Add me on Google+: gplus.to/AdamMorris21

Redefining the Face-to-Face Meeting

Blanchard Associate — Fri, 16 Dec 2011 12:00:57 +0000

Have you ever found yourself in a situation similar to this?

Dilbert by Scott Adams

If so, which side of the meeting request were you on? Are you more prone to insist on an in person face-to-face meeting or are you the one questioning why the face-to-face meeting can’t be held more efficiently using a virtual meeting/video conferencing service?
Truth is, you should be somewhere in the middle. Nothing beats being in the same room with your fellow meeting attendee(s)…as long as it makes sense. When it doesn’t make sense, conducting a virtual meeting (complete with webcams) is the next best thing. There are numerous virtual meeting hosting services that include video conferencing such as the aforementioned Skype (great for one-on-one meetings) or, WebEx and Nefsis (great for meetings with multiple attendees).
The key is being able to determine when it makes sense to meet face-to-face virtually as opposed to in person. If you’re in the same building, or perhaps in the same town, it’s quite likely that it makes the most sense to meet face-to-face in person. Even when distance is an issue, you may still feel those urges to push for the traditional in person face-to-face meeting despite the excessive costs (e.g., time and money). When you feel those urges, challenge yourself to consider the reasons why you absolutely CANNOT conduct the meeting virtually utilizing a video conferencing service. Chances are the most legitimate reason you’d have to oppose a video conference would be that you don’t yet have a webcam. If that’s the case, please click here now. (Disclaimer: I currently use the Logitech Webcam Pro 9000).
Furthermore, challenge yourself to determine which phone-only meetings you could dynamically transform into video conference meetings. For example, my manager and I are in different states but we now conduct all of of our one-on-one meetings face-to-face using Skype. Our team members are scattered across the country so we now conduct all of our team meetings face-to-face using Nefsis. Transforming these meetings from phone-only to video conference has been an incredibly positive experience.
Whether you’re on the fence about taking that in person meeting into cyberspace or, you’re considering turning a phone-only meeting into a video conference, consider the following benefits of video conferencing:

It significantly reduces costs. Gas is expensive. A plane ticket is, in most cases, even more expensive. And, don’t forget about travel expenses (especially if you have 5 star tastes). This, of course, doesn’t include the high cost of day rates you’d either be on the receiving end of as a client or, on the billing end as a service provider.
It significantly saves time. Time is money so, by extension, travel time is very expensive. Does it really make sense to meet in person when that four hour meeting ultimately costs you three full days after you factor in the travel time?
It allows you to build and develop relationships. Generally speaking, healthy, positive, productive relationships require a certain amount of face time. When you can’t physically be in the same room, this is how you can get it (with frequency and regularity).
It forces you to be present. When you’re on the phone only, it’s easy to tune out or multi-task. When you’re on video, you’re engaged…you’re conscious of your body language and emotions because you’re observing the same from others.
It forces you to improve your personal hygiene. If you’re working from home and know you have a video conference, you’re forced to get out of bed, get dressed, do your hair, and, well, look professional.
What used to only be possible in sci-fi cartoons is now a reality for YOU. And you gotta admit, that’s pretty cool.

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10 Tips for Leading the Office Zombie!

Matt Youngblood — Fri, 21 Oct 2011 11:56:30 +0000

It’s that time of the year, again. Halloween decorations don the neighborhood yards. Children are picking out their costumes. The dead are preparing to breach the ground covers…
In celebration of Halloween (not to mention the season premier of the television show “The Walking Dead”), I’ve put together a list of 10 tips for leading those undead coworkers. After all, we see so many “Zombie Apocalypse Survival Guides”. Why not have a helpful guide for leading that newfound workforce?
Follow these tips to turn those flesh eaters into self-reliant achievers:

Tip #1: Zombies have a tendency to not tell their managers what they need in order to get the job done. They mostly speak in grunts and howls, which can be hard to understand. When discussing a goal or task that this zombie will be responsible for, you need to provide lots of support and direction in the beginning. Make sure to have clear agreements regarding how the work will be accomplished moving forward.
Tip #2: Zombies require additional attention compared to their human counterparts. You need to schedule more time than usual for one-on-one’s when meeting with your zombie team members to ensure you both can cover your agenda items. It also helps to have enough time to clean up the bits of dirt and earthworms left behind in your office.
Tip #3: Sometimes, zombies can get a little too emotional over work-related issues. They may get frustrated and begin biting at those around them. In those situations, make sure to keep a shovel on hand. A quick thrust to the head will put an end to that toxic worker.
Tip #4: You need to cage them at the end of the day (the zombies, not the live people). The last thing you want is to come into the office the next morning with various holes punched in walls/doors. Try explaining that one to your boss.
Tip #5: Telephones and zombies don’t mix.
Tip #6: Zombies need lots of praise and encouragement for a job well-done, but if you can provide some sort of treat for an additional reward, you’ll create an employee loyal to your company. Tofu works as an excellent brain-like substitute. Always keep a healthy supply of tofu on hand. (Should you run out of tofu, return to Tip #3)
Tip #7: Just like their living human counterparts, zombies need autonomy. While they will still need a lot of attention when starting to learn a new skill, they don’t want to be micromanaged. Eventually, you will need to let them take the reins. By giving too much direction, you might find yourself on the lunch menu.
Tip #8: Create an environment where zombies can freely share their ideas. Granted, “ggGGGrrraAAAHHH” and “HHuuhhhhhhhh” may not be the major breakthroughs you’re looking for when working through a business process, but zombies still need to feel that their ideas are heard and considered.
Tip #9: Incorporate the zombie culture. Zombies don’t want to feel left out. Try the “who-can-help-the-team-member-buried-6-feet-under” or the “zombie-limp relay race” activities for extra-special team building events.
Tip #10: While your living human employees need an environment that embodies trust…don’t be too trusting with the zombies. You need to have watchful eyes. The last thing you want to hear about is one of your human employees going to HR because a certain zombie was gnawing on them when you weren’t looking*. (Return to Tip #3.)
*The bright side is that you get a free zombie replacement from that bitten employee without having to worry about budgets.

Above all, remember that zombies are (ex)people, too. They need leaders that are flexible in their leadership styles and behaviors just like anyone else. Doing so will not only help to improve both productivity and morale, but you’ll help them achieve their own goals much faster.
Be sure to have a safe and happy Halloween, but should you get bit… I’ll be sure to stock up on tofu.
Leave your comments!