Better Results in Less Time?
Here is a great Slideshare presentation that could help you manage your workload better.
New Year Resolutions – Do They Work?
New Year Resolutions - Do They Work?
What is it about New Year resolutions that gives them a bad reputation? They seem to come with a built-in 'failure' setting.
Is it that they are a one-week or even a one day wonder?
If we slip up once, do we abandon them again for another year?
Are they not specific enough, as in "I'm going to lose weight", but without having any clear target in mind?
New Year resolutions tend to be big on wishful thinking and short on what's needed to achieve the End Results
In my formula (with apologies to Prof Einstein! ) E= MC2, E stands for Excellence (or even End Results), M stands for Motivation, C for Competence (actually having the skills and knowledge to achieve your goal ) and the second 'C' stands for Commitment.
Motivation - Why do we want it? How badly?
Competence - Do we have the information and skills we need? Can we walk the talk?
Commitment - Ah, the big 'C' of goal reaching! What are we prepared to sacrifice in oreder to get the desired result? Can we say goodbye to wishful thinking and yes to upping our game?
When all is said and done, it's mostly down to those three little words - 'Just Do It!'.
No excuses, no exceptions, no giving up just because we slip once or twice and, most of all, no fooling ourselves.
Maintain focus on the end result.
Limiting Assumptions
"Between you and a wellspring of good ideas is a limiting assumption" (Nancy Kline author of "Time To Think")
What assumptions are you making that might be limiting your field of vision, blocking your view, getting in the way of progress, holding you back, stopping you making a breakthrough, moving on?
Why Would You Leave Me?
Annual reviews are often dreaded by both manager and employee.
Praise might be seen as an invitation to ask for a wage increase so it can become a matter of communicating the gap between existing performance and the ideal. The employee is put on the defensive.
But what if we treated the review as an opportunity to look for the positive.
What if we asked questions such as, "Are we fully utilising your talents?" , "What is it about your job that makes you jump out of bed in the morning?" "What stops it being your dream job?", "What you would like to change?", "What might cause you to leave?"
If we open up to the potential of people to enrich their work experience rather than remind them how far their performance falls short of 100%, how much better the workplace might be.
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