Management Craft

Several Things to Share - Way Overdue!

I just got internet service after being without for about a week. Moving is a drain! As a result, I am woefully behind in sharing a few important links with you. Stuff that is happening that you should check out. Yes, yes, I know that places like Starbucks have free wifi and that my excuse seems quite lame. But did I mention that I have been moving? I have had no time to lallygag at my local coffee shop.

This first share is very time sensitive with a 10/11 deadline. Pal and fellow blogger and brain expert Ellen Weber is doing a webinar for ASTD called, Revolutionize Your Next Meeting. A webinar about meetings from a brain expert? Hmmm, that's gotta be interesting! See more here. The webinar is on Thursday, 10/11 at 1pm Eastern Time. Oh, and it's FREE! Check it out here.

Speaking of ASTD, I have been meaning to tell you about a new community of practice for managers and leaders they launched called Workforce Development. As you know, I have been a member and actively involved with ASTD for years. They are a great organization with a lot of resources that can benefit managers. Check out the new community here - you can get some great stuff for free and also become a member to access very well produced and helpful learning resources and management training and development. And here is guest blog post of mine they put up called, Managerial Moments of Truth.

This next share is WAY overdue. I feel guilt! I have shared the work of Raj Setty before. He is an amazing thinker and fellow author and blogger. He is one of the most creative and determined people I know. He recently published a book called, Blogtastic! Growing and Making a Difference Through Blogging. Check it out here. In this book Raj has assembled lessons learned from dozens of bloggers including yours truly. If you have an interest in blogging - or just writing or communication in general, I think you will enjoy this. Oh, and check out the site for the book even if you don't want to blog. It is a great example of how to build an engaging product, book, site, and community together. Unless your business targets subsistence farmers living off the grid, there is something to learn here.

Here is one more share. My new puppy dogs! About a month ago we suffered the loss of our faithful dog Pako, who died of heart failure at the age of 13. We are dog people (and cat people) so we decided to adopt again from our local wonderful shelter (CAP, great place here in Houston). We are happy to welcome Hazel and Max to the family (the cats are not yet so thrilled). Here they are!

Hazel, 2.5 years old- a sweetie pie who loves to play.

MAX, 7 years old - We also call him "Houdini" because he can get into and out of everything!

#Management Team Pact - A Real Example

I was cleaning out some stuff in my office because we are moving from our apartment in Houston into a Loft and I am downsizing the amount of "stuff in boxes" I will take to the new digs. I have moved lots of boxes many times and it is silly and wasteful.

I found a 20 year old letter that a senior management team crafted and signed. This group of leaders was not modeling great teaming and this was their way to acknowledge the issue and make a commitment to be better together. Here is the letter (I have removed all names):

======================

Commitments to Each Other

As members of the ____ top management team we recognize that we are responsible for the Division's success. That means that we are responsible for each other's success and that there is no business of the Division that is not our business. As teammates, with those responsibilities, we commit to each other the following:

• We will acknowledge each other's successes and contributions
• If we ever disagree with another team member's actions or decisions we will discuss our concerns with that team member (and not others)
• If we cannot resolve issues or concerns we will raise them to the Division President for resolution
• We will learn each other's challenges, goals, and objectives
• We will represent each other's interests in our respective organizations
• We will strive, in all things, to make the Corporation successful and to achieve Division objectives, ahead of individual objectives
• We will represent team decisions as that; we will debate them within the team and support them outside the team
• We will seek each other's input

We also acknowledge that our roles as Division leaders are 24-hour-a-day, 7-day-a-week roles. So, these commitments are always to be lived up to, in all settings and with all audiences.

The letter was them signed by all the senior team members.

=================

If you have some leadership team dysfunction, you might need to do something like this. I have found that the problem will not improve until team members hold themselves to a higher standard and they acknowledge what's going on.

This letter is not perfect - I would change a few things today if I were crafting it again - but it gives you the idea. Your letter should address the challenges you have and the opportunities you seek to explore.

If you struggle with management teaming issues, you might also check out a post I did on the topic a few years back called Dysfunction Reverberates. BTW - hint-hint, wink-wink, this post was one of 69 that made it into my new "best of" book Never-Ending New Beginnings. Have you picked up your copy yet? Thanks so much, if you have.

 

 

Best of #Management Craft - PDF or Print Version now Available

Never-Ending New Beginnings: A Manifesto on Personal Impact

The Very Best from the Management Craft Blog 2004-2012

Download the PDF Version here - $10.00

Order the PRINT Version here - $15.00

A few days ago I told you all about my new "best of" collection available with the best 69 posts from the last eight years from this blog. I am pleased to let you know that there is now a PDF version available, too. All the info is above and below. I have heard from several folks who have started reading the collection, here are a few of their comments:

From Trish: "I am sitting here in tears and soft smiles - secret knowing head shakes in sync w your thoughts as I read your book. I am so moved. And tickled many shades of pink and various colours. :)"

From Steve: "I’ve been dipping into it over the last 2 days and have enjoyed every piece."

From Elaine: "I just read of few of the chapters. They are so inspiring; they are so YOU!"

From Jerre: "I can’t wait to read this, ... You continue to amaze, inspire and tackle the world. Sending the best of everything through ones and zeros."

I would love to hear your feedback as well! Thanks for your support and I hope you pick up a copy, analog or digital. If you have enjoyed the blog, I ask that you support this project. PLUS, I think you will love the collection. It will make you smile and give you the uumph you need to conquer your world. Really!

Download the PDF Version here - $10.00

Order the PRINT Version here - $15.00

Never-Ending New Beginnings - The Very Best From #Management Craft

Management Craft just turned eight years old this month. This means that I have been blogging for egith years - that's just crazy. Never in a million years would I have predicted that I would have kept at it this long. There is one reason why I am still doing it. It's you, my dear readers. I love the way you chime in to tell me how my writing impacts you - even when it angers you. As someone who likes to think and play with ideas, you ensure I stay current and on my toes.

In the last eight years, I have written about 1800 posts. Of those, several dozen have resonated in a big way. Many of you are newer readers and this means that you have only seen more recent posts. But some of those older posts are still relevant. I have been thinking about a way to give older posts new life and new usefullness.

I have been thinking for a few years about doing a "best of" book with only the cream of the crop pieces from this blog. I wrote a bit about the process several days ago. I am pleased to announce that the best of book is done and available.

I have self-published this book using Lulu.com. This has enabled me to keep it easy and to keep the price down. It contains 69 of the very best posts. The book is called:

Never-Ending New Beginnings: A Manifesto on Personal Impact. The Very Best from the Management Craft Blog 2004-2012. It costs $15.00 and is available here.

I hope you don't mind if I am so bold to say that I love the title and I love this collection. It is my most personal book yet (because this blog is personal) and I think my best book of all time in terms of its potential to be a game-changer - to affect people's lives.

I hope you will pick up a copy and I would encourage you to use this as a book for your managers and leaders. It contains all the best stuff about how we can do our best work leading others. I think you will really, really, like this collection.

Other reasons to do this book:  I wanted to do something to celebrate eight years of blogging. Also, I wanted to explore the essence of what I have been writing. And third, it seemed like a fun thing to do.

I am calling this a manifesto on personal impact because when I read the collection of posts all the way through, that is how it struck me. As a manifesto that has evolved over eight years.

This would be a great gift for someone who you would like to help get reconnected with his or her work. There is a lot of possibility and personal reinvention addressed in this book. If you would like to use the book for a book club, I will send a personal email to your members and call into your book club to kick it off.

Let me know what you think and thanks for your support.

It's Not Just My Mood - But My Theme, My Title Song, My Apparent Obsession - Personal Reinvention

I have been working on a project every now and then for a couple of years. An hour here, an afternoon there. It is something I have been meaning to do.

I am putting together a collection of the "best of" posts for Management Craft. This August, this wee blog will begin its 9th year. That is nearly a gazillion in internet years. And in the 8 years I have been blogging, a few predictable tones and hues keep popping up. I would not have seen this so clearly had I not taken on this project.

BTW, one reason why I have not done this sooner is that 8 years is a long time and I have done thousands of posts. I downloaded a complete backup of the blog as a Word document and it was 6,000 pages long. Really. I took one look at that and concluded it would take me another 8 years to find and sift through all my posts.

So I abandoned the project due to overwhelm.

From time to time, I thought about other ways to approach it. A friend suggested focusing on only the last 3 years since one would assume that my writing has improved and therefore the best posts are recent ones. Buoyed by this idea, I went to the 6,000 page document and whacked off the first 5 years. Much better, but still over 1,000 pages long.

So I abandoned the project due to overwhelm.

A week ago I went for a 3 mile walk around Memorial Park here in Houston. It was early in the morning but still very hot. My mind was drifting and feeling fuzzy and I think I started hallucinating part way through because this "best of" book seeped into my brain and would not leave.

Eureka! I thought of a way to find the best posts and get this thing rolling. At last I did not feel overwhelmed.

I am doing the final massaging of the collection and figuring out what it will all look like. I have picked only those posts that I think have the potential to be game changers for readers. Not all of them for all people all the time, but the posts that are catalytic in some way.

There are about 70 posts that I am including. 70 unique posts that feel like they belong together. They feel the same even though the messages run the gamut. They are kin. They are all about personal reinvention. I did not seek to pick 70 posts about personal reinvention, I picked the 70 posts that I felt were my best and it turns out that they all touch on this theme. Geared toward managers, sure, but about how we constantly hone who we are to make something happen.

Apparently I am obsessed with this idea of reinvention even though I had not recognized this. Today I got an email from a reader relating to yesterday's post that said, "Lisa, you are writing the most wonderful, pure-pursuit messages for real living these days. Thank you. My hat's off to you!!" Thanks Allan, I guess I am still singing the same tune.

BTW #2: Once I noticed the underlying theme of personal reinvention, the title for the collection popped right into my head. It will be called,

Never-Ending New Beginnings:  A Manifesto on Personal Impact

The Very Best from the Management Craft Blog 2004-2012

What do you think? It ties in with my personal logo, you can see that here. I will let you know once I have the best of collection loaded up into Lulu.com and available. I am self-publishing this one because it is a labor of celebration more than anything. Not something I want to hand over to a publisher's red editing pen.

A bit of irony: Given the size of the archive I selected the posts from, this book - arguably the easiest one to write because the posts were already written - has taken longer and more work than the books I have written from scratch.

Another bit of irony: This collection holds together better than many of my books that have been planned, plotted, outlined, and vetted from the beginning. Perhaps our spontaneous mind is the most ordered.

Because I have this blog, I can easily - well not easily - look back and see my patterns. See my themes. See the tune I sing the most. The idea that I return to and practice. My fellow blogger pal Dick Richards wrote a great book Is Your Genius at Work several years ago. In the book he helps you discover your driving force and then use it. Perhaps this process has helped clarify that for me. You might try it checking out this book, as my process takes too long! Funny, even though I have typed his name dozens of times over the years I am just now noticing that he has two of the same names - Richard Richard. I digress.

And since I am digressing, I highly - HIGHLY - recommend this TED talk from Elizabeth Gilbert (author of the mega best-seller Eat, Pray Love). In her talk, she asks and answers the question about how one should approach her work when her most successful creation is likely behind her. It is a wonderful way to look at personal creativity and how we can approach our work in ways that battle our self-imposed barriers. I have watched this talk many times and still love it. And, yes, it is about personal reinvention.

My New Book is Out - The Management Development Handbook

Hello!

Yes, I got all my hair cut off. The Houston humidity is not a curly girl's friend....but I digress...

I want to tell you about my new book! It is called, The Management Development Handbook, from ASTD Press. I did not actually write this book, I was the editor. I had the opportunity to invite the people to contribute who I thought had something important to say about management. There are 37 authors and 37 chapters and it is a whopping 538 pages.

Sometimes these compendiums are a bit like verbal museums – they include all the classics and well-known authors. I decided to take a different approach and invite contributors who are active NOW and who are exploring the latest and emerging trends in management. You will recognize a few of the names but may never have heard of many of them. And that is WHY I invited this eclectic group of authors to participate – because they are people I think we should all get to know.

The book is not cheap – ASTD has it price around $100 bucks (wow, I know). But it is like getting 37 little books in one. You can download an excerpt here that includes my introduction, table of contents, the Foreword, and a sample chapter. Some of the chapters are sassy, irreverent, and/or story-like. Some share the latest research. Some are lengthy, while others are more like short essays. One chapter is a set of screen shots from the best employee handbook I have ever seen. One chapter is a collection of provocative columns from one of the authors of the legendary Cluetrain Manifesto (yeah, I know, how cool is that?). Words like “cry,” “love,” and “irreverence,” are shared in this handbook about management.

I love that about the collection! There is something for everyone. I think it offers a lot of value and hope you can pick up a copy for your management library.

Who is this book for? All managers and those who develop managers. The chapters speak directly to managers.

The book’s page on ASTD is here.

I would like to thank ASTD Press for supporting my somewhat non-traditional approach to this book. Doing the museum version is safer because the well-known names ensure a certain number of sales (like having Al Pacino and Meryl Streep in a movie). Projects are always more fun when you work with a partner who lets you color outside the lines.

And I want to thank all 37 contributors!!!! I am a huge fan of your work!

Here is the table of contents with a list of all the contributors. Many of them are bloggers who I have been following for years.

The Management Development Handbook

Table of Contents

Introduction – Into the Future We Go: Lisa Haneberg

Foreword: Betsy Myers

Section1: Fundamental Ideas for Managers         

Complexity and Perseverance: Margaret Wheatley, Ed.D.

The Way We're Working Isn't Working: Tony Schwartz

Irreverence as a Managerial Tool: What managers can learn from Tina Fey, Martin Luther, and Bob Dylan: Michael Kroth, Ph.D.

Five Universal Themes in Business: Todd Sattersten

Positively Using Your Power: Sharlyn Lauby

New Evidence of Servant Leadership’s Efficacy as a Managerial Approach: Bret Simmons, Ph.D.

The Manager’s Role in Creating a Learning Culture: Kevin Eikenberry

Building Your Craft: 10 Important Perspectives for Effective Managers: Randy Boek

Managing Scenario Projects: Thomas Chermack

Women and Power: Jeffrey Pfeffer, Ph.D

Brainpowered Tone Tools to Manage Excellence: Ellen Weber, Ph.D

Section2:  Managers as Culture Builders

Who Says There's No Crying In Leadership?: Terry (Starbucker) St. Marie

The LKP Field Guide - An Inspiring Model for Communicating Expectations: The LPK Design Team (via Anne Stone)

Rethinking Your Organization as a Community: The Open Source Way: Chris Grams

From Quality to Excellence - Essential Strategies for Building a Quality Oriented Culture: Tanmay Vora

Welcome to the Challenges & Joys of Moving to an Economy Where Access Triumphs Ownership: Lisa Gansky

Should Managers Care about Employee Happiness?: Michael Stallard

The Manager as Extreme Leader: Steve Farber and Steve Dealph

Winning with a Culture of Recognition: Derek Irvine and Eric Mosley

Section3: The Goal - Teams Who Do Their Best Work Together

Creating a Sharing Society: Raj Setty

Are SMART Goals Dumb?: Mark Murphy

How Team-Building Really Works: Steve Roesler

Get Rid of the Dotted Lines: Accountability and Authority in Managerial Relationships: Tom Foster

Performance Management at Ground Level: Wally Bock

The Improvisation Edge: Secrets to Building Trust and Radical Collaboration at Work: Karen Hough

Engaging Management: Put an End to Employee Engagement: David Zinger

Creating Winning Teams: Vikram Bector

Co-Create: Project Excellence for Teams: Steve Martin

You're Not the Boss of Me: Jodee Bock

Make Talent Your Business: Wendy Axelrod, Jeannie Coyle

Section 4: Management is a Social Act

Unmanaging the Network: David Weinberger, Ph.D.

How to Fascinate: Sally Hogshead

ValYouCasting: The New Workforce Social Competencies: Terrence Wing

Using Social Media to Create Systems of Engagement: CV Harquail

How to Run a Great Web Meeting: Wayne Turmel

Convening: The Ultimate Management App: Patricia Neal, Craig Neal

The multi cultural and multi generational workplace – what are the future challenges to leaders: Alfredo Castro

#Book Signing Disaster and How to Avoid - Funny and Tragic

I just got an email from someone who discovered an essay I wrote a few years ago about a book signing distaster. The essay was published by the legendar editor Alan Rinzler and is meant to be dark comedy. You can check it out here.

I remember reading this essay to a group of aspiring writers....they seemed a bit horrified, because they were all likely hoping that nothing like this would ever happen to them. It likely will, however, because nearly all writers have similar experiences at some point.

I thought I would share this again as we head into the weekend. Sometimes the best way to progress through difficulty is to laugh and learn. Enjoy.

Infinite Vision - Looks Like a Great Book @bkpub

I received my monthly newsletter from Berrett-Koehler publishers yesterday and this book seems really interesting and might be a perfect one to kick off the new year with renewed purpose, drive, and meaning. Here is the description from the newsletter:

Infinite Vision

Why Read It? The Aravind Eye Care System reinvented the rules of business to restore sight to the blind. Based in India, it is the world's largest provider of eye care and delivers results that equal or surpass those of any developed countries -- at less than 1% of the cost. In thirty-five years, Aravind has treated over 32 million patients, the vast majority for free. Those who can pay choose what they pay, and there is no paperwork. Aravind accepts no donations, yet it is highly profitable. Its baffling model is a popular Harvard Business School case study and is admired by Peter Drucker, Bill Clinton, and Muhammud Yunus. 
 
Written by Pavithra Mehta and Suchitra Shenoy, Infinite Vision is the first book to probe Aravind's history and the practices and values that unleashed its phenomenal success. While we bicker and moan about health-care coverage in the United States, perhaps there's a lesson here for all of us.  
 
Read an excerpt from the book here and then buy the book for 30% off here.

There is a compelling video clip on the book page that you should check out here.

I have not read this book, but I am going to pick it up and add it to my December reading list. What appeals to me about this is that I think we all want to help improve the positive impact that our businesses have on the community and we often struggle with how to think about this while having a financially successful business. We sometimes suffer from functional fixedness and can't think outside our business model box. Perhaps this case can inspire news ideas and ways we can help our organizations do good while performing well.

And kudos go to the designers at BK - what a beautiful cover. Makes me want to curl up with the book with a warm cup of tea. Darjeeling, of course.

Forget Old Biz Myths @alevit

My pal, Alexandra Levit, has a cool new book out about myths called, Blind Spots: The 10 Business Myths You Can't Afford to Believe on Your New Path to Success (great title BTW). I asked her if she would share a post about the book with my readers and here it is. These are important and I would encourage you to pick up the book for anyone who is at a career crossroad/restart/start. Thanks, Alexandra!

To Succeed Today, Forget the Old Business Myths

By Alexandra Levit

This is not your parents’ business world.  It’s not even your older sister’s business world.  The recent recession has toppled and transformed our ideas about just about everything.  Massive change is afoot and many of us are still reeling from the work-force bloodletting that began three years ago and the downfall of companies we thought we all respected.  

I went in search of the 10 biggest myths of business success that people believe to be true even though they don't work for 98 percent of all truly successful people.  The time to debunk these myths is now because they are more dangerous and less viable than ever given this post-recessionary climate of ethical scrutiny and intense competition.  If adhering to these myths didn't get you places before, it really won't today, when employers want to hire people with Puritan work ethics, people who want to do their jobs well without rocking the boat too much and who are strong representatives of the organization’s culture. 

Putting on blinders is not an option and you can't afford to waste time.  You must throw away these myths immediately and determine what will work in their place. 

Myth #1:  Overnight success is possible.

Most people persevere for a long time and experience several setbacks before achieving an objective definition of success.  You’ll be best served if you are able to move your dream forward a little bit at a time, and are able to cope when things temporarily go south. 

Myth #2:  Controversy will propel your career.

Being controversial usually generates attention for a little while, but people will probably not trust you in the long-term.  Instead, work to incorporate the tried-and-true values of honesty and authenticity into your daily work life. 

Myth #3:  Employers want you to be yourself. 

While employers value the unique set of skills and experiences you bring to the table, they expect you to tow the line with respect to company rules and conduct.  You won’t get away wearing ripped jeans to a client meeting because that’s your personal style, and you must learn to be politically sensitive and diplomatic even if someone has wronged you. 

Myth #4:  Being good at your job trumps everything.

You can be the most talented employee your company has ever hired, but if your contributions aren’t visible and people don’t value what you do, it simply won’t matter.  So instead of slaving over your job, spend a little more time devising ways to promote the great work you’re doing.

Myth #5:  It’s best to climb the ladder as fast as possible.

Getting promoted year after year requires a near-constant vigilance as well as a laser sharp focus on work – often to the detriment of everything else in your life.  Higher titles usually bring longer hours, heavier responsibilities, and more politicking with them. 

Myth #6:   You’ll get more money because you’ve earned it.

The media is full of stories of people who rake up six figure salaries because they played their cards right.  But what about the unsung millions who came to the table with the same hand?  More often than not, compensation is about business realities, HR mandates, and office politics – not performance.   

Myth #7:  The problem isn’t you, it’s the organization. 

People job jump constantly because of this one, but the truth is, the same situations crop up in Corporate America over and over.  Don’t take yourself with you.  Learn self-awareness and change your own thinking and behavior instead of waiting for the company to adapt to your needs.   

Myth #8:  You won’t get laid off, you’re too essential.   

I often tell people that they should aim to be indispensable at their jobs.  But today more than ever company loyalty is a thing of the past, and while consistently trying to add value to your organization is a good move, sometimes it isn’t enough.  You need to be able to recognize when you’re on the chopping block and take active steps to prevent a bad outcome.

Myth #9:  If only you could break out of Corporate America, everything would be perfect.

Running a business is harder than it looks, and entrepreneurship is not for everyone. In fact, most people are better off working for large companies and receive substantial perks, like benefits, discounts, and contacts, which you don’t want to live without.  

Myth #10:  Do what you love and the money will follow.

Just because you have a passion for a particular area doesn’t mean you will automatically make money doing it.  Some things are better off left as hobbies, but if you really think an income is possible, keep your day job and test the waters first.

Want to learn more about how you can protect your career from these myths? Check out Blind Spots. You can also find more information at Alexandra's website here.

 

 

Scenario Planning - build alternative futures.

I am embarrassed that it has been nearly three weeks since I offered a post. After 8 years (yes, this blog is THAT old), I find that I need periodic breaks. The muse does not come. The blog seems like a dose of cod-liver oil. My mojo is focused elsewhere.

Am I less interested in management? No.

Do I think I have written it all? Heck, no.

I do feel like I am at a crossroads, however, and I am taking some time to figure things out. Time is too prescious not to reflect and reconfirm your path. When is the last time you have done that?

BTW, I was looking at Thomas Chermack's book, Scenario Planning in Organizations. Do you use scenario planning? You should. Today's chaotic (complex systems) work environment demands that we get good at this. Here is how Tom defines scenario planning (from his website):

"Scenario planning is a discipline for building alternative futures  in which decisions can be played out for the purposes of changing thinking, improving decision-making, fostering individual, team, and organizational learning, and improving performance.

Scenario planning differs from strategic planning in that it gives up the assumption that the environment will stay the same.  Most traditional approaches to planning simply focus on creating a set of steps to get from the current reality to the desired reality.  None ask deep questions about the nature of the industry and environment.

Scenario planning is focused on a continuously changing environment and makes it a part of planning.  Scenarios enable conversations about how the organization can be best prepared, no matter what the future may hold."

Sounds like a great skill to learn, doesn't it? Check out Tom's book here. Building an alternative future is what I an working on and am excited to do that. I will share more once I figure it all out! In the mean time, go do the same for you and enjoy.