It’s hard to believe…it’s holiday time again! The time of the year when we can be a bit more light-hearted…right?
With all the right-sizing, wrong-sizing, down-sizing, cap-sizing and messages of doom and gloom in today’s world, many gloomy faces are present in the workplace. Changes in the financial services and credit markets and a roller coaster stock market over the past several weeks have created more anxiety than ever.
There is good news out there! “Change has come…” Barrack said, and as the transition of power continues, our president-elect and his new cabinet are being considered some of the most intelligent and experienced professionals to face and, over time, solve the many challenges ahead of them these next four years. During this time of transition and change, let’s remember to focus on patience, perseverance, positive…and, yes, let’s add, a couple more - laughter and fun!
As more and more changes take place, more and more stress may grip our faces (and those of our employees) causing smiling and laughing to subside and sometimes disappear. Are you feeling it? In spite of all that is going on personally and/or professionally, we need to remember to laugh, especially at ourselves! Maybe you’ve heard me say, “I used to be six feet tall; look what happened from so many years in the corporate world!” (Referring to my 5 feet 2 inch height) For the past few years, I’ve been adding a positive ending to that comment, “In my eyes, I’m six feet tall and on ‘the grow!’” A little fun, a little laughter…
How sad for all of us in our society and in our workplaces! We know that laughter is important to healing and controlling stress. However, somewhere along the line, we decided that laughter in the workplace, while fun, is trite and unproductive. Productive people don’t laugh at work. We must present a professional image of being in control! So “they” say…whoever “they” are…
Laughter means out of control. Your muscles relax, your face contorts; you gasp for air, and can’t talk. Dignified and professional is not the image you portray at that moment in time. But, oh does it feel good!
It’s hard to believe that as we laugh, we release anxiety and frustration and are better able to cope and enjoy things, but it’s true. And we don’t have to pay for laughter, flip a switch to turn it on, download it or have it constructed! It’s so simple – almost too simple to be a long term answer for feeling better!
Laughter, by the way, is not the same thing as humor. Humor is only one trigger for laughter, although a really good one. Other triggers might be tense or boring situations, absurd things happening at serious moments, embarrassment, or the uncomplicated, unsophisticated truth. Laughter is our body’s way of giving us a break from anxiety, frustration, and irritation. Without that release, we will grow increasingly serious and stressed. What a thought!
I have always been a believer of (appropriate) fun and laughter at work. Anyone who has ever worked with me will attest to that, I’m sure! In one of my other lives, I managed several bank branches for many years and no matter what location, I made sure that we had some fun and laughter every day. Here are some of the things the staff and I enjoyed doing: a 4:00 p.m. “coffee break” during the lull in the customer action on our late night every Friday (with coffee made and served by me to my employees); monthly “cook-in’s” where everyone brought their favorite dish to share for lunch; decorations for various holidays and sporting events; costumes (no masks) for Halloween; regular internal sales contests with a goody basket to select from; holiday cookie swaps; staff birthday and other milestone event celebrations, and much more… P.S. Employee turnover and absenteeism were practically non-existent, customers loved coming in to our branches…and brought us more and more of their business and referrals! These branches became some of the most successful branches in our region! A positive workplace means…laughter, fun and results!
Many articles, even dedicated businesses and websites on the subject, have sprung up to reinforce the issue. To give you some ideas…just google “fun at work” and see what happens!
For the pragmatic and logical people out there, you may be thinking: “What is the practical value of a fun workplace? How can we create a workplace that is both fun and focused on business results? Is it even possible?” You know my response – positively!
We do a lot of senseless things that are very funny! Have you ever thought about why we go to the gym to work out furiously but will drive endlessly around a shopping center parking lot looking for a spot closer to the door? Why we drink bottled water because it’s healthier, but we use it to wash down such things as hamburgers, french fries, candy, and buttered popcorn?
Think about some of the crazy, senseless things we do at work…Laughing at ourselves can lift our mood and erase a lot of frustration. A little chatter with colleagues can also really perk up a day. Take your breaks, talk with friends, take a walk, and laugh at yourself! What a stress buster!
The serious aspect of your work is a constant. If you can develop an appropriate, playful attitude for yourself at work, at the end of the day, you’ll have accomplished a great deal of serious work in a light-hearted way. You can leave for home with positive energy to spare. Wouldn’t that be terrific?
Americans are hard working people. We are famous world-wide for our standard of living, our openness, and our ingenuity. Wouldn’t it be nice if we were also known for our ability to laugh and for the resulting warmth and positive energy laughter would contribute to our work, business success, and our total way of life?
So with all of this being said, it seems to me that if we can allow ourselves and our employees more fun and laughter at work, we will all feel less overwhelmed and better able to do our jobs. An appropriate fun workplace environment will set an open, friendly tone for collaboration and teamwork. A healthy attitude, laughter and spirit of fun will help us enjoy our work, feel more positive about the organization and feel more connected to the people we work with each day. Laughter creates bonds and helps to forge the all important “P2P” connections and partnerships between managers and employees. Employees will want to come to work! Novel idea…
It’s proven…When you laugh, there is an increase in natural killer cells, a decrease in blood pressure, burnout disappears and you’re not stressed! You can slow down the frenetic pace you may be caught in and view things from a different perspective – from the corners of a smile -- where all things will seem more manageable. You and your employees may even become more engaged, more productive, deliver finer customer service and improve business results! And… even enjoy the holidays!
Give the gift of smiles, laughter and fun this holiday season…and watch what happens!
Wednesday, December 10, 2008
Friday, November 7, 2008
Patience, Perseverance and Positive..."P2P"
Change is good… for years that saying was one of my favorites. I even had it as my auto-reply e-mail message back in the corporate world until, one day, a colleague with a great sense of humor said to me, “MJ, if change is so good, why don’t you change that message!”
Well, I’m going to say it again today…Change is good! We’ve made it through the recent election process and I’d like to send good thoughts and positive vibes to our new president-elect, Barrack Obama. The “hope of change” in our country was evident in the over 130 million people who voted in this election! “Change has come…” said Barrack, and reality now sets in for our president-elect and for us. Our new leader and his cabinet have many challenges ahead of them these next four years. During this time of transition and change, let’s focus on three words: patience, perseverance, and positive…
In spite of what’s going on out there, as managers and employees, we, too, have many changes and challenges to work through in the coming months. We need to deal with our immediate reality – the stress and morale issues – in our own workplaces or in those of our friends and family. Since my newsletter, “Positive Energy,” was launched over a year ago, many readers have told me that they have become devoted followers of my “P2P” principle – the “people-to-people” connections. So, as devotees or new subscribers, now more than ever, I know you will be looking for positive, good news and ways to increase the “P2P” in your lives, decrease the stress, improve morale in the workplace environment - where, we indeed, spend most of our time!
With over 25+ years of experience in successfully managing employees in the staffing and financial services industries, during both prosperous and difficult economic times, I have learned that, as leaders and managers, we need to remember to stick to the basics of working with "people" - the employees, customers, vendors, boards, and, for some, shareholders. They are looking to us as a "trusted advisor and" we need to continue to earn that trust. Let’s remember to practice patience, perseverance, and positive…
How we model the proper behavior, maintain a positive attitude, acknowledge and manage their fear, provide information, options, service and solutions, will either heighten or diminish their trust in us and our organizations - and our bottom-line results. How well we or our employees have been trained do all of these things is a critical thought to ponder. The frequency and quality of training or retraining, on both hard and soft skills, is critical to performance management, retention, engagement, productivity and your organizational results.
I believe a “continuous improvement” philosophy needs to be part of our overall business plan and our “people” strategy. Typically, most organizations have a customer service strategy focused on attracting and retaining external (paying) customers. Many organizations provide on-going training/retraining to their customer-facing employees, especially for new hires. It’s important to remember that employees are also each others’ internal customers, and no matter what their position, need be given the tools, resources, and “P2P” training to perform effectively.
Did you know…Care of Our Internal Customers Just Makes Cent$!
· Untrained employees present a bad image for your organization/company.
· If your employees understand your product/service but cannot speak and listen to the customers, you will not be in business very long.
· If your customers don’t get the attention they deserve, they will take their business elsewhere.
· The same goes for your employees – the internal customers!
· Employee training is a frequently underutilized and underdeveloped method of customer retention.
· Most organizations/companies train their employees to do their job (the technical side, hard skills) but not how to interact effectively with customers (soft skills).
· Both are equally important!
The Training ROI - Return on Investment- Is Proven!
• Recent statistics* estimate that:
• If a company spends 2 – 5 % of its annual budget on employee training
it should realize about a 10% increase in net profit
• Organizations/companies with superior customer service and a loyal customer base can charge up to 10% more than their competitors.
• So if you train your employees to provide superior customer service, your net profit can increase by 20% - this is the business case for training.
* Beyond Customer Service, Richard F. Gerson, Ph.D.
If you’re interested in learning more about training ROI, there’s a terrific Workforce Management article titled, “The ROI of Employee Training and Development: Why a Hearty Investment in Employee Training and Development Is So Important.” http://www.workforce.com/tools/features/roi_employeetraining.pdf
Here’s one of the common questions most frequently asked, especially when budgets are tight: Is it really possible to "measure" the impact of employees' training and behavior changes? The answer is, yes, it is possible. Here are some thoughts…
Managers/leaders should be an integral part of any kickoff or rollout of training. They set the stage and context for the training, allowing the employees to understand its value to the organization before they even begin training. Training leaders also are vital in the behavioral changes after the training. It is equally important to educate them about the content and also provide them with tools to support on-the-job application. They may be called upon to reinforce and model the behaviors that the employees experienced in training.
The questions asked of the participants and those around them (peers, direct reports and managers) should reflect behavior seen/experienced before the training as well as after. A suggested rule-of-thumb is that we need to allow at least three months after the training to capture behavior change. The 360-degree evaluation tool is very common in the industry, and it also rates behavior. Let’s remember to practice patience, perseverance, and positive…
There are also many follow-up activities you can create that offer refresher training, practice labs and "lunch and learn" sessions. It’s always a good idea to have the employees involved in creating some of these interim activities as an opportunity for to use their creativity and reinforce what they learned. They will be more likely to complete the activities if they have helped design them.Finally, when possible, the performance management system should be used by your managers/leaders to develop one or more objectives that are tied to applying the learning over time and reviewed at regular intervals. We all know the saying: "If it doesn't get measured, it doesn't get done." Here’s another: “People expect what you inspect.”I’ll wrap up with two questions for you:
Ø When was the last time your organization invested in both hard and soft skills training or retraining for you and your employees?
Ø Does your organization have a "people strategy" that includes development?
As we move through these difficult times and continually assess our resources and operational processes, maybe, as managers and leaders, we need to first change our attitudes and behavior, get back to the “P2P” basics and understand the value of keeping the human resource – our greatest asset – at the forefront of our efforts. As employees, we need to be open to change, better understand how to manage our attitudes, be emotionally intelligent, perceptive, tuned in to successful conflict resolution, and demonstrate "customer service as an attitude and not just a department" mentality. Let’s remember to practice patience, perseverance, and positive…with ourselves and each other.
A well-respected senior officer here in the Connecticut banking industry recently shared his training philosophy with me... He said, "When we are faced with budget cuts, the first thing many organizations think of cutting is employee training and development. This is a big mistake...we need to train in the downturn and implement in the upturn." I totally agree...Thanks, Howard!
Now, more than ever, today’s workplaces need more “Positive Energy” and "Positive-Talk" to help manage the pace of change…improve attitudes, morale, engagement, productivity, customer service, the overall workplace environment and, ultimately, results. Investing time, effort and resources in “P2P” creates a more positive workplace environment for those who are really driving your business – the employees – and has a positive impact on results.
If you have friends, family, or colleagues who are struggling to stay positive in the workplace, please ask them to visit my website, www.posimpact.net, to sign-up for their free “Positive Energy” subscription.
Here’s more good news...I understand and am here to help you.
My “Positive-Talk” programs are available as one-hour, 90 minute, two-hour, and half-day workshops to meet your time and budget constraints to help you as we move through these difficult times into more prosperous times.
I understand and would like to help you prepare to “implement in the upturn” – it will happen! Change will come…and we will be fine. Patience, perseverance, and positive…
Change will come…and we will be fine. Patience, perseverance, and positive…
A Positive Workplace Means Business! It Just makes Cent$! TM
Well, I’m going to say it again today…Change is good! We’ve made it through the recent election process and I’d like to send good thoughts and positive vibes to our new president-elect, Barrack Obama. The “hope of change” in our country was evident in the over 130 million people who voted in this election! “Change has come…” said Barrack, and reality now sets in for our president-elect and for us. Our new leader and his cabinet have many challenges ahead of them these next four years. During this time of transition and change, let’s focus on three words: patience, perseverance, and positive…
In spite of what’s going on out there, as managers and employees, we, too, have many changes and challenges to work through in the coming months. We need to deal with our immediate reality – the stress and morale issues – in our own workplaces or in those of our friends and family. Since my newsletter, “Positive Energy,” was launched over a year ago, many readers have told me that they have become devoted followers of my “P2P” principle – the “people-to-people” connections. So, as devotees or new subscribers, now more than ever, I know you will be looking for positive, good news and ways to increase the “P2P” in your lives, decrease the stress, improve morale in the workplace environment - where, we indeed, spend most of our time!
With over 25+ years of experience in successfully managing employees in the staffing and financial services industries, during both prosperous and difficult economic times, I have learned that, as leaders and managers, we need to remember to stick to the basics of working with "people" - the employees, customers, vendors, boards, and, for some, shareholders. They are looking to us as a "trusted advisor and" we need to continue to earn that trust. Let’s remember to practice patience, perseverance, and positive…
How we model the proper behavior, maintain a positive attitude, acknowledge and manage their fear, provide information, options, service and solutions, will either heighten or diminish their trust in us and our organizations - and our bottom-line results. How well we or our employees have been trained do all of these things is a critical thought to ponder. The frequency and quality of training or retraining, on both hard and soft skills, is critical to performance management, retention, engagement, productivity and your organizational results.
I believe a “continuous improvement” philosophy needs to be part of our overall business plan and our “people” strategy. Typically, most organizations have a customer service strategy focused on attracting and retaining external (paying) customers. Many organizations provide on-going training/retraining to their customer-facing employees, especially for new hires. It’s important to remember that employees are also each others’ internal customers, and no matter what their position, need be given the tools, resources, and “P2P” training to perform effectively.
Did you know…Care of Our Internal Customers Just Makes Cent$!
· Untrained employees present a bad image for your organization/company.
· If your employees understand your product/service but cannot speak and listen to the customers, you will not be in business very long.
· If your customers don’t get the attention they deserve, they will take their business elsewhere.
· The same goes for your employees – the internal customers!
· Employee training is a frequently underutilized and underdeveloped method of customer retention.
· Most organizations/companies train their employees to do their job (the technical side, hard skills) but not how to interact effectively with customers (soft skills).
· Both are equally important!
The Training ROI - Return on Investment- Is Proven!
• Recent statistics* estimate that:
• If a company spends 2 – 5 % of its annual budget on employee training
it should realize about a 10% increase in net profit
• Organizations/companies with superior customer service and a loyal customer base can charge up to 10% more than their competitors.
• So if you train your employees to provide superior customer service, your net profit can increase by 20% - this is the business case for training.
* Beyond Customer Service, Richard F. Gerson, Ph.D.
If you’re interested in learning more about training ROI, there’s a terrific Workforce Management article titled, “The ROI of Employee Training and Development: Why a Hearty Investment in Employee Training and Development Is So Important.” http://www.workforce.com/tools/features/roi_employeetraining.pdf
Here’s one of the common questions most frequently asked, especially when budgets are tight: Is it really possible to "measure" the impact of employees' training and behavior changes? The answer is, yes, it is possible. Here are some thoughts…
Managers/leaders should be an integral part of any kickoff or rollout of training. They set the stage and context for the training, allowing the employees to understand its value to the organization before they even begin training. Training leaders also are vital in the behavioral changes after the training. It is equally important to educate them about the content and also provide them with tools to support on-the-job application. They may be called upon to reinforce and model the behaviors that the employees experienced in training.
The questions asked of the participants and those around them (peers, direct reports and managers) should reflect behavior seen/experienced before the training as well as after. A suggested rule-of-thumb is that we need to allow at least three months after the training to capture behavior change. The 360-degree evaluation tool is very common in the industry, and it also rates behavior. Let’s remember to practice patience, perseverance, and positive…
There are also many follow-up activities you can create that offer refresher training, practice labs and "lunch and learn" sessions. It’s always a good idea to have the employees involved in creating some of these interim activities as an opportunity for to use their creativity and reinforce what they learned. They will be more likely to complete the activities if they have helped design them.Finally, when possible, the performance management system should be used by your managers/leaders to develop one or more objectives that are tied to applying the learning over time and reviewed at regular intervals. We all know the saying: "If it doesn't get measured, it doesn't get done." Here’s another: “People expect what you inspect.”I’ll wrap up with two questions for you:
Ø When was the last time your organization invested in both hard and soft skills training or retraining for you and your employees?
Ø Does your organization have a "people strategy" that includes development?
As we move through these difficult times and continually assess our resources and operational processes, maybe, as managers and leaders, we need to first change our attitudes and behavior, get back to the “P2P” basics and understand the value of keeping the human resource – our greatest asset – at the forefront of our efforts. As employees, we need to be open to change, better understand how to manage our attitudes, be emotionally intelligent, perceptive, tuned in to successful conflict resolution, and demonstrate "customer service as an attitude and not just a department" mentality. Let’s remember to practice patience, perseverance, and positive…with ourselves and each other.
A well-respected senior officer here in the Connecticut banking industry recently shared his training philosophy with me... He said, "When we are faced with budget cuts, the first thing many organizations think of cutting is employee training and development. This is a big mistake...we need to train in the downturn and implement in the upturn." I totally agree...Thanks, Howard!
Now, more than ever, today’s workplaces need more “Positive Energy” and "Positive-Talk" to help manage the pace of change…improve attitudes, morale, engagement, productivity, customer service, the overall workplace environment and, ultimately, results. Investing time, effort and resources in “P2P” creates a more positive workplace environment for those who are really driving your business – the employees – and has a positive impact on results.
If you have friends, family, or colleagues who are struggling to stay positive in the workplace, please ask them to visit my website, www.posimpact.net, to sign-up for their free “Positive Energy” subscription.
Here’s more good news...I understand and am here to help you.
My “Positive-Talk” programs are available as one-hour, 90 minute, two-hour, and half-day workshops to meet your time and budget constraints to help you as we move through these difficult times into more prosperous times.
I understand and would like to help you prepare to “implement in the upturn” – it will happen! Change will come…and we will be fine. Patience, perseverance, and positive…
Change will come…and we will be fine. Patience, perseverance, and positive…
A Positive Workplace Means Business! It Just makes Cent$! TM
Thursday, October 23, 2008
Community Service - "P2P" In Action!
Since we last “connected,” a lot has happened! On Sept. 9, I was officially welcomed as a new board member for the Housatonic Community College Foundation in Bridgeport, CT. I have been a business department instructor at HCC for several years and really believe in the community college system. Coming from a hard-working, middle class family, the community college gave me the opportunity for higher education and opened new doors for me. I am very grateful for this appointment and look forward to serving the college in this new capacity.
Also, on September 24, I attended the Fulton-Montgomery Community College Alumni Awards dinner in upstate New York where I received “The Distinguished Alumna Award for Lifetime Achievement.” It was a terrific evening and what chills I had when my name was announced as the first-ever recipient in the seven-year history of the alumni awards. Wow! I was truly humbled…What a night it was!
Not only is this great news to share, it is also a testimony to the importance of community service and volunteerism. As I completed the detailed FMCC award application earlier this summer, I realized (when I saw it in black and white!) how much of a role community service and volunteerism has played in my professional world and personal life. The “Yes Policy” of community service…
As employers and managers, we shape our reputation through actions and words. We are the face of our business to our employees, customers, and competitors. We set the tone - right example - that encourages our employees to get involved in the communities we serve. People want to work for community-minded organizations; our customers want to do business with community-minded organizations; our shareholders (public companies) see the return as a CRA component; and the recipients of the volunteer efforts appreciate our contributions in ways we can’t even imagine. It’s "P2P" in action and a win/win for everyone! It just makes cent$!
What is your organization’s community service reputation? How does it stack up against your competitor’s reputation? What’s the “give back” factor in your life? How do you serve to the community where you live and/or work in? Say you have no time? You don’t need to spend a lot of time…Most people who volunteer give one or two hours a week across a wide range of sectors and activities.
Come on out, meet some new people, do some good and join me as a community service/volunteer “groupie!” Many organizations (right in your own backyard) need good people like you! Check out my website, http://www.posimpact.net/, for some of the organizations I currently serve…We’d love to have you!
As we rapidly approach the "season of gratitude and giving," think about how and what you can do this year to make a difference. Times are tough, no doubt. Let's focus on the many blessings we do have and share what we can..."P2P" in action!
I don't know about you, but I have been cleaning out the "stuff" in my home and office these past few months! So, in lieu of giving and getting more "stuff" this holiday season, I have decided to make donations to local non-profit organizations and have asked my friends to do the same with the money they would have spent on me.
What about you? Do you really need more "stuff"? How about joining me? Start a "giving virus" at your workplace!
As Msgr. Bob Weiss always says, "If we all do a little, we can do a lot!"
Also, on September 24, I attended the Fulton-Montgomery Community College Alumni Awards dinner in upstate New York where I received “The Distinguished Alumna Award for Lifetime Achievement.” It was a terrific evening and what chills I had when my name was announced as the first-ever recipient in the seven-year history of the alumni awards. Wow! I was truly humbled…What a night it was!
Not only is this great news to share, it is also a testimony to the importance of community service and volunteerism. As I completed the detailed FMCC award application earlier this summer, I realized (when I saw it in black and white!) how much of a role community service and volunteerism has played in my professional world and personal life. The “Yes Policy” of community service…
As employers and managers, we shape our reputation through actions and words. We are the face of our business to our employees, customers, and competitors. We set the tone - right example - that encourages our employees to get involved in the communities we serve. People want to work for community-minded organizations; our customers want to do business with community-minded organizations; our shareholders (public companies) see the return as a CRA component; and the recipients of the volunteer efforts appreciate our contributions in ways we can’t even imagine. It’s "P2P" in action and a win/win for everyone! It just makes cent$!
What is your organization’s community service reputation? How does it stack up against your competitor’s reputation? What’s the “give back” factor in your life? How do you serve to the community where you live and/or work in? Say you have no time? You don’t need to spend a lot of time…Most people who volunteer give one or two hours a week across a wide range of sectors and activities.
Come on out, meet some new people, do some good and join me as a community service/volunteer “groupie!” Many organizations (right in your own backyard) need good people like you! Check out my website, http://www.posimpact.net/, for some of the organizations I currently serve…We’d love to have you!
As we rapidly approach the "season of gratitude and giving," think about how and what you can do this year to make a difference. Times are tough, no doubt. Let's focus on the many blessings we do have and share what we can..."P2P" in action!
I don't know about you, but I have been cleaning out the "stuff" in my home and office these past few months! So, in lieu of giving and getting more "stuff" this holiday season, I have decided to make donations to local non-profit organizations and have asked my friends to do the same with the money they would have spent on me.
What about you? Do you really need more "stuff"? How about joining me? Start a "giving virus" at your workplace!
As Msgr. Bob Weiss always says, "If we all do a little, we can do a lot!"
Thursday, August 7, 2008
Workplace Olympics
The 2008 Summer Olympics begin tomorrow in China! Many of us will eagerly watch the games to marvel at the athleticism of the the U.S. and other teams from all over the world and, from our desk chair or arm chair at home, cheer them on.
The teams represent their country's finest athletes are a great example of diversity and inclusion in action - a wide range of age, race, ethnicity, gender, language, talent, skill, and more!
Many years of training, skill-building, persistence against the odds and belief in their personal dream have brought them to this point. Imagine...Everyone coming together in harmony for three short weeks to live that dream! Individually, they represent the best of the best. As part of their nation's team, they grow even stronger. It's always a thrill to watch the opening ceremony when members of the world's teams march into the stadium together - dressed in their ethnic costumes, waving flags, smiling and having fun!
Yes, when all is said and done, the individuals and teams are measured on the number of gold, silver and bronze medals they received; but the real winners are all of us who watch the games! When we think about what these games really mean for relationships all over the world - both personally and professionally. Watching what happens when differences are embraced and celebrated is our best reward! The power of "P2P" in action!
Think about the "Olympic" team you have in your workplace! The same great examples are alive and well there! Doing their best, working hard, maybe living their dream each day to make a better life for themselves and their families.
When differences are embraced and celebrated, employees win, managers win and business results win! It's a win/win for all, no matter what industry or size of business!
Ready, set...Let the Workplace Olympics begin!
A Positive Workplace Means Business!
It Just Makes Cent$! TM
The teams represent their country's finest athletes are a great example of diversity and inclusion in action - a wide range of age, race, ethnicity, gender, language, talent, skill, and more!
Many years of training, skill-building, persistence against the odds and belief in their personal dream have brought them to this point. Imagine...Everyone coming together in harmony for three short weeks to live that dream! Individually, they represent the best of the best. As part of their nation's team, they grow even stronger. It's always a thrill to watch the opening ceremony when members of the world's teams march into the stadium together - dressed in their ethnic costumes, waving flags, smiling and having fun!
Yes, when all is said and done, the individuals and teams are measured on the number of gold, silver and bronze medals they received; but the real winners are all of us who watch the games! When we think about what these games really mean for relationships all over the world - both personally and professionally. Watching what happens when differences are embraced and celebrated is our best reward! The power of "P2P" in action!
Think about the "Olympic" team you have in your workplace! The same great examples are alive and well there! Doing their best, working hard, maybe living their dream each day to make a better life for themselves and their families.
When differences are embraced and celebrated, employees win, managers win and business results win! It's a win/win for all, no matter what industry or size of business!
Ready, set...Let the Workplace Olympics begin!
A Positive Workplace Means Business!
It Just Makes Cent$! TM
Friday, June 27, 2008
Legacies - P2P Connections
As we approach another July 4 holiday, our thoughts turn to vacations, picnics, parades, concerts, food, and lots of fun with family and friends. It occurred to me this week that our forefathers not only created the foundation for our rights as citizens, but also demonstrated what the "power of people" (individually and together) can do for the good of all. The P2P - people-to-people connections...
Think about it! The discussions, the ideas, the thoughts of change, the history, the legacy...created so many years ago that continues to serve as the foundation of our country.
Think about it! The discussions, the ideas, the thoughts of change, the history, the legacy...created so many years ago that continues to serve as the foundation of our country.
Speaking of legacies...My best friend, Rosemary, lost her husband in March at the young age of 62 after a long illness. Joe Occhino (Dr. O) was one of the "good guys!" He had a bright smile, and a P2P attitude. Joe was always ready to chat, to listen, and, most of all, to laugh with you.
As a loving husband, dedicated father of three sons, faithful brother, dear friend, and administrator at the Fairley School in Hannibal, NY for 27 years, Joe has, indeed, left a huge legacy. Dr. O believed in the Golden Rule, to treat others the way we want to be treated. In school, he loved to catch students "being good." As principal, Dr. O passed out yellow business cards that read: "I'M SO PROUD OF YOU....I CAUGHT YOU BEING GOOD TODAY!!!!" DR. OCCHINO. (P2P connections!)
In 1974, “Happy Day” was born, thanks to Joe and a 3rd grade teacher. Through the years the school community's priority was to single out individuals to express appreciation for their efforts in creating a wholesome and safe learning environment. Individuals included administration, teachers, school nurses, secretaries, librarians, teaching assistants, cooks, lunch monitors, bus drivers, parent groups, and volunteers.(P2P connections!)
The "happy face" became Joe's signature and now represents his legacy of "doing good" with everyone who knew him – family, friends, students, parents, teachers, and administrators, alike.
Earlier this week, Rosemary attended the 34th “Happy Day” at The Fairley School. Here’s what she said of the event:
“It was an emotional, yet uplifting, end of year assembly where tribute was paid to Joe. The 3rd Grade Teachers at Fairley selected two students (a boy and a girl) from their classes that are frequently "caught being good." Each student received a framed certificate and a special book, I KNEW YOU COULD, from me and the Occhino family. Everyone was wearing a happy face at the Fairley School...it was contagious!” (P2P connections)
In front of Fairley School, there is the “Dr. O Forever Garden,” created by some students in 2000, when Joe retired. It is now being maintained by volunteers. In the fall, there will be an inside reading garden dedicated in his honor. Two kid-size Adirondack chairs, painted and decorated by two former students now in the high school art classes, were also presented to the classes. A fountain has also been donated to welcome the students to the special area when they return to school in September. (P2P connections)
Thank you, Joe, for being our friend and wonderful role model. Thank you for believing in creating a positive environment for educators and students. Thank you for teaching our children about the Golden Rule. Most of all...
Thank you for being you…Although we miss you…your legacy lives on.
Tuesday, May 6, 2008
Remembering Mom...
Today is the 7th anniversary of my Mom's passing at the young-at-heart age of 88 1/2. Jane Albini Balzano was a great gal with lots of spunk and a real zest for life! She was my most enthusiastic supporter and my most critical coach, yet I know I would not be the person I am today if she had been any different.
She and my Dad were very hard working, blue collar people with a love for family, the church, and, of course, food. As Italians, our world revolved around these three things!
They both brought a great sense of humor to their workplace, our family-run leather glove factory, in Gloversville, NY. Jane and Carl worked very long hours and when I reached working age, I, too, worked evenings and summers right along with them in the "shop."
I remember the fun it was working with my parents, uncles, aunts, cousins, and the many glove cutters and sewing machine operators on payroll. Even though my parents and their contemporaries are gone now, to this day, when the cousins gather, we continue to laugh at the fun and happy things that went on there!
What a great time my parents had at work and what terrific "people-to-people" connections they made all of their lives. I guess the apple doesn't fall very far from the tree...
So, as we approach this Mother's Day, I know you will take a few moments to remember your Mom (as I will) if she is no longer with you, and if she is nearby, try to spend some fun time with her.
To all the Mom's and Mom's-to-Be, I say "Enjoy!" Thanks for all you do in making your homes and workplace environments positive ones!
She and my Dad were very hard working, blue collar people with a love for family, the church, and, of course, food. As Italians, our world revolved around these three things!
They both brought a great sense of humor to their workplace, our family-run leather glove factory, in Gloversville, NY. Jane and Carl worked very long hours and when I reached working age, I, too, worked evenings and summers right along with them in the "shop."
I remember the fun it was working with my parents, uncles, aunts, cousins, and the many glove cutters and sewing machine operators on payroll. Even though my parents and their contemporaries are gone now, to this day, when the cousins gather, we continue to laugh at the fun and happy things that went on there!
What a great time my parents had at work and what terrific "people-to-people" connections they made all of their lives. I guess the apple doesn't fall very far from the tree...
So, as we approach this Mother's Day, I know you will take a few moments to remember your Mom (as I will) if she is no longer with you, and if she is nearby, try to spend some fun time with her.
To all the Mom's and Mom's-to-Be, I say "Enjoy!" Thanks for all you do in making your homes and workplace environments positive ones!
Wednesday, April 2, 2008
Welcome!
Welcome to my new blog - A Positive Workplace Means Business! TM
That's my mantra and business platform...I hope you will visit often and "talk" with me about what makes your workplace a positive one and what workplace issues you (as an employee, manager or organizational leader) are struggling with today.
I'm a big believer in the power of "people-to-people" connections! The "road to results" is through our employees and begins with the all important partnership between managers and employees.
Did you know that an estimated 75% of people say they are unhappy at work these days? In this time of down-sizing, right-sizing, and wrong-sizing, so many are experiencing survivor syndrome, are fearful, stressed out, and multi-tasking to the point of exhaustion. What about you?
If you are a people manager, how are you creating a positive workplace environment that drives your employees - the people who are really driving your business?
That's my mantra and business platform...I hope you will visit often and "talk" with me about what makes your workplace a positive one and what workplace issues you (as an employee, manager or organizational leader) are struggling with today.
I'm a big believer in the power of "people-to-people" connections! The "road to results" is through our employees and begins with the all important partnership between managers and employees.
Did you know that an estimated 75% of people say they are unhappy at work these days? In this time of down-sizing, right-sizing, and wrong-sizing, so many are experiencing survivor syndrome, are fearful, stressed out, and multi-tasking to the point of exhaustion. What about you?
If you are a people manager, how are you creating a positive workplace environment that drives your employees - the people who are really driving your business?
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