Thursday 18 September 2008

Generation Diddly Squat?

There must have been a new research project done as I have been picking up lots of bits and pieces about Generation Y.

Apparently , they are the generation of younger workers generally described as ambitious and demanding, wanting a high degree of work-life balance at the same time as challenging and interesting work. They are also considered to value corporate and social responsibility, a positive employer brand, and a well-designed and technologically advanced workplace.

I think I might be becoming cynical but I am not sure how their first group of demands differs from any generation just coming into work - certainly in the post-war era. And there is conflicting evidence that corporate and social responsibility become more important with age which is counter to Generation Y theory.

But maybe what is making me cynical about the whole area is that there is already a move to describe Generation Z - despite the fact that some of them are yet to be born!

Ah, if only we could be lumped together so conveniently. But them how many of us would be out of a job?

Wednesday 17 September 2008

I feel happy, oh so happy!

Blimey, it is all doom and gloom at the moment isn't it?

Martin Seliman, psychologist and Positive Psychology guru, believes (and he is far from alone in this) that ‘Optimism and hope cause better resistance to depression when bad events strike, better performance at work, particularly in challenging jobs, and better physical health’

But can you learn to be more optimistic? Do you actually want to or it is more satisfying to hide under the duvet right now? Are we all just 'getting real' (see previous posts for how much I hate that expression).

Despite acknowledging his own inate grumpiness, Seligman believes that we can all learn to become 'attentive optimists' rather than blank eyed shiny, happy people.

It is a question of discernement. Taking credit where it is due for good events, not seeing them as proof of your own brilliance or never-ending good fortune. Accepting responsibility when things go wrong and seeing what can be learnt.

Research consistantly shows that optimists live longer than pesimists. In a long, happy life this current turmoil will be nothing more than a minor blip.

And if you need a daily fix of good news then there is no better place than Eazibee's blog http://reasonstobehopeful.blogspot.com/ and I think there is still time to vote for it in the Blogger's Choice awards.

Thursday 11 September 2008

Sensitive Little Flower

Business culture has long thrived on cultivating toughness and rewarding those who are outgoing and gregarious. (Of course, these are not always the qualities that are obvious in my favourite Level 5 leader type, but more on that below and, no doubt, above).

Qualities of sensitivity are generally regarded as negative, limiting an individual's potential and having a detrimental effect on their sociability.

But what are we missing here? It is estimated that around 1 in 5 of us have highly sensitive traits. Their sensitivity can make them highly aware of subtleties in their environment, of changes that the less sensitive do not notice and of possibilities that can easily be overlooked. It can be an asset if used..and protected.

Who are the sensitive little flowers in your organisation and how can you unlock their potential.

Just because it made me laugh

I am sharing this for the above reason only. Cheering up a miserable Thursday morning is no mean feat.

It is from an article in this month's Coaching at Work on dealing with clients with an 'impress me then' attitude to coaching. The first tip is:

Breath:
Breathing prevents you from dying in this scenario. By expiring you will only allow a power differential to take hold that may be difficult to tackle later.

Tuesday 9 September 2008

You what?!

This post might appear to run counter to my last one, but I think the principle is the same.

A new report from leadership consultancy PDI suggests that the key areas that a coach should focus on with an aspiring CEO are macromanagement (big surprise there, hey?) and their ability to express discontent and disagreement openly and directly.

The reason that I believe this is in line with the previous post is that what will make the difference to how your expressions of discontent are received will be how you are treating the people you are discontent with. Whether you are treating them as people with ambitions and desires just as important as your own, or treating them as inferior objects in need of correction and exact direction from the superior being that is you.

This also chimes with TA concepts - a disagreement with someone you treat as an equal adult will be conducted differently from one with someone you regard as a child.

So, you must be dissatisfied about something right now - how are you going to express that?

Thursday 4 September 2008

Nicey, nicey

My joy at being back in the fray after the summer was enriched by an article I picked up in the Harvard Business Review which argued that one of the best ways to survive the downsizing sword was to be good to be around. Being realistic yet positive and forward looking rather than a David Brent type joker are what we are talking about here.

The key for me is how to do this authentically. A sudden switch from office cynic to office Samaritan is going to raise more suspicion than warm glow.

What is essential is to treat your colleagues as people. Does that sound too obvious? Maybe I think that you work with a bunch or chimpanzies, or maybe you do. But we all recognise when someone is being nice to us for their own end - because they need us or something we can do for them.

The work of The Arbinger Institute calls this being resistant to others. Seeing them as objects that are useful, a barrier or irrelevant to you and whose needs and desires are less important than your own.

If you truely saw your colleagues as people what could you do for them today?