Knowing When to Engage
Commentary by Michael Wade on Leadership, Ethics, Management, and Life
The story behind the Dulce de Leche Latte: Starbucks is going back to its roots. An excerpt from the Business Week article:
Normal day, let me be aware of the treasure you are. Let me learn from you, love you, savor you, bless you before you depart. Let me not pass you by in quest of some rare and perfect tomorrow. Let me hold you while I may, for it will not always be so. One day I shall dig my nails into the earth, or bury my face in the pillow, or stretch myself taut, or raise my hands to the sky, and want, more than all the world, your return.
Recently, I was struck by the extent to which people are the recipients/victims of wacky career advice so I assembled this list from a variety of personal contacts.
Data are not information. Information is not meaning. Just as data require processing to become informational, so information requires processing to become meaningful.
A workplace accommodation issue? Muslim cashiers refusing to scan pork products.
It is not enough to be busy; so are the ants. The question is: What are we busy about?
Things turn out best for the people who make the best of the way things turn out.
The box office of the Broadway musical, "Grey Gardens," sat me in a pitilessly horrid seat the other day.
Be prepared to read a lot more about Pakistan in the years ahead.
This is damn frightening.
No one is useless in this world who lightens the burdens of another.
When you have a number of disagreeable duties to perform always do the most disagreeable first.
In another life, I served as the liaison for a couple of mayors to a community group. It was one of those added responsibilities that could be either a lot of fun or a complete pain but the experience's main virtue was it served as a crash course in juggling egos.
No matter where you work, you are not an employee. You are in business with one employer - yourself....Nobody owes you a career - you own it as a sole proprietor.
Joshua Zeitz, writing in American Heritage, looks at the progressive hiring processes of the airline industry in the old "Fly Me" days. An excerpt:
Some common ways of addressing a performance problem in the workplace:
Your manuscript is both good and original; but the parts that are good are not original and the parts that are original are not good.
Those little disloyalties don't make the front pages and yet they foster mistrust and division. They may thrive because many people don't think of them as acts of disloyalty or, as in the case of the chain of command jumper, they believe that another virtue, such as pursuit of excellence, has trumped the obligation of loyalty.
The presumption, I believe, should be in favor of loyalty and - I'll go out on a limb here - even mildly inept bosses deserve it. If a safety hazard or its equivalent is present, then clearly any loyalty to the boss has expired but if supervisors had to fear that every fumble or policy disagreement could trigger staff disloyalty, then organizations could lapse into chaos.
I really like this post by Seth Godin about not adopting a quid pro quo approach in marketing.
We omit these responsibilities in large part because we are busy and because our failure doesn't require immediate attention. (If it seized us by the throat we would probably be more attentive.) In many instances, however, error by omission evokes a sense of unease that paces in the back of our mind.
Part of our weekly review should include an Unease Analysis; i.e., a listing of what is troubling us. In most cases, it won't be something we've done. It will be a gap in action.
We spend our health building our wealth. Then we desperately spend our wealth to hang onto our remaining health.
The Louisiana Employment Law Letter looks at the upcoming US Supreme Court decision on the filing dates on pay discrimination claims.
Hmmm. Sharply defined goal, loyalty, flexible organization, employee engagement. Well, that rules out quite a few.
Live in such a way that you would not be ashamed to sell your parrot to the town gossip.
Writing in Slate, Emily Bazelon explores the intricacies (and insanity) of the pre-school admissions process.
John McWhorter, who has written extensively on racial issues, is not impressed with the lawsuit against U.S. Airways by the imams.
Business Week gives its list of the best performing companies.
Jack, the python got loose again. Don't go in there alone. It takes two to handle him.
One area's reaction to Microsoft Vista.
The successful people are the ones who can think up stuff for the rest of the world to keep busy at.
Teri Robnett of Teri's Brain gives some nifty reminders of what to think about when you are pricing your services.
It is no secret that organized crime in America takes in over forty billion dollars a year. This is quite a profitable sum especially when one considers that the Mafia spends very little for office supplies.
Homeless Guy: "Come on folks. I ain't askin' for a lot. Just some change. Not dignity. Not respect. I don't even want your pity or sympathy. Nothin' like that. I just want a quarter so I can buy a moccahino. Is that too much to ask?"
This has been out for a while but I thought I'd pass it along.
Two executives in a large organization. Both are extremely capable. They've worked well together on several projects and, while doing so, have hidden a central fact of their relationship:
If you are preparing for a job interview, you might want to check out Washington State University's "Dress to Impress" site.
Baseball is the only field of endeavor where a man can succeed three times out of ten and be considered a good performer.
Some old posts neither die nor fade away.
Niall Ferguson analyzes the strange relationship that he calls Chimerica:
Nigel Travis, CEO of Papa John’s Pizza, talks to Fortune about the chain’s growth and its inroads with on-line ordering. An excerpt:
"I know you're going to want to hear what happened with your computer."