So how do you motivate others whatever workplace you find yourself in? Well, simply do unto others as THEY would have you do unto them, not as you would like done to you. In short, personalize rewards and recognitions whether the target is your 16 year old daughter or your 43 year old employee. Truth be known, not everyone likes what you like the way you like it.

Back in the last century, I completed my master’s degree in Industrial/Organizational Psychology. As part of the requirements for the degree, I conducted research regarding the interaction between locus of control and motivation. The experiment examined whether an individual’s locus of control, external or internal, correlated to the manner in which they chose to be compensated for participation in an experiment. Two conditions were presented, monetary compensation (extrinsic motivator) and a skill inventory said to enhance personal growth (intrinsic motivator). As hypothesized, it was found that internals chose the skill inventory while externals chose the monetary compensation when given a choice.

A second hypothesis was proposed that stated internals would show greater satisfaction when they were given the opportunity to choose their compensation, while externals would show greater satisfaction when compensation was chosen for them. The study showed significant interaction effects between locus of control and satisfaction resulting from choice or no choice. However, results were contrary to the second hypothesis.

All this to say that intrinsically motivated behaviors are performed out of interest and thus, require no reward other than the spontaneous experience of interest and enjoyment that accompanies them. In contrast, extrinsically motivated behaviors are instrumental, performed for the external rewards or consequences that accrue from their performance. When it comes to locus of control, individuals who perceive contingency relationships between their actions and their outcomes are called internals. Externals on the other hand, believe that their outcomes are determined by factors extrinsic to themselves.

Now here’s where the rubber meets the road; a recent study reported that 36% of currently employed top performers surveyed said they were actively seeking a new opportunity. Scott Flander in Human Resource Executive, wrote an article called Recovery Bound that synthesizes all the factors that are coming together to create the big exodus. Scott´s research, along with Big 5 consultancies, like Deloitte, along with numerous others is indicating that many top performers are ready to move on.

What’s the message here for organizations and the managers within them? Simple, managers must take the time to understand each employee’s locus of control (to what extent they believe their actions affect outcomes) and whether they are motivated by intrinsic or extrinsic motivators. Only than can organizations respond to individual employee’s reward needs in the most effective manner. As the American economy continues its current upturn, knowing how best to motivate the organization’s top performers (whether they are internally or externally motivated) will be critical if the organization is to address retention issues in a proactive manner; and yes, there will be multiple opportunities for top performers to obtain what matters most to them. The question becomes, “Will it be at your organization or your competitors?”

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

…to wander, roam, stroll, etc. For today’s purposes the focus is on how to move with purpose as we build upon last Friday’s message tied to moving from analysis to action. As one might imagine, meandering is fine when it’s time to take a break or contemplate the next goal, or even the next season of change. However, when one is moving into an action state that involves the achievement of business or personal goals, it’s clearly not the time for meandering. Rather, it is time to move with purpose and commitment. Listed below are a few action steps anyone can take when committing to move from analysis to action:

• Recognize and seize opportunity
• Go where you fit in
• Have a strategy and/or plan with goals along the way
• Practice application – don’t talk, walk it out
• Be agile and able to change on the fly
• Take and manage risk

This list is a good representation of some ways in which we can begin to explore and discover what our gifts and talents may be. When I share this list with audiences, I ask them to dare to discover what they are not good at, move-on once they find it, and then rejoice at their courage to discover and delete it from their competency list. There is no failure in our attempts to explore new capabilities, professions, or even relationships. The only true failure is in our refusal to explore the limits of our capabilities. The caveat is that we need to know when to move on once we discover a fundamental weakness as opposed to a core competency so that we ultimately execute our optimal personal and professional actions.

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

In Northern California (Silicon Valley to be exact) where I currently live, 2010 has thus far provided an abundance of rain. Since 2006 I’ve been living in my current home which has a small pond in the backyard. When I first moved in during the month of March, we also had an abundance of rain. At that time I was traveling 100% for work and every Friday night when I arrived home from a week away, I was greeted by tiny new weeds. No matter how diligently I pulled the weeds out each Saturday, they continued to return by each week’s end.

As I fought the good fight against the weeds for the rainy month of March (until my new neighbor introduced me to weed killer), never once did my little pond overflow. It rained almost every day in March, but never enough that my pond was overwhelmed. This week the unthinkable occurred; yup, the pond overflowed. Despite my spending time the previous day bailing water out, the overnight’s rainfall was more than the pond could hold.

As I looked outside my window watching additional rain fall into an already overflowing pond I reflected on a story about a woman who was down to her last bit of supplies when she is asked to have faith that her meager remaining supplies will last as long as she needs them to. As she moves in faith to believe her needs will be met, her pots become full; but only as much as she had faith for. What she learned from the experience was that her belief in what she was going to receive, and her ensuing preparation, dictated the level of supplies she was ultimately given.

So let me ask you this question, “How often do you allow your expectations to dictate how big your next outcome is going to be?” As I watched the water in the pond continue to make its way towards my home, I contemplated my desire to be filled to overflow in many areas of life so I have abundance to give others. Specifically, I’m contemplating how to help clients take their business strategy from analysis to action.

Here are five macro level points anyone looking to take their business to the next level may wish to consider:

ASSESS CURRENT PERFORMANCE

• Analyze organization’s current strategic direction using:

–         An understanding of the Mission, Vision, Values

–         Internal diagnostics; actual performance data

–         External assessment of industry, markets, competition, plus geo-political conditions
CRITICAL SUCCESS FACTORS

• Determine which activities within a given area, function, or department must be monitored to ensure successful execution of the organization’s strategic direction.

IDENTIFYING CORE COMPETENCIES

• Identify core competencies that enable the organization to distinguish itself from competitors in order to create competitive advantage.

BREAKING DOWN BARRIERS TO SUCCESS

• Identification of any process, structure, equipment, or behaviors that do not support the organization’s strategic direction.

ACTION PLANNING

• Decision criteria that identify and prioritize strategic initiatives
• An action plan with appropriate milestones
• An ongoing review

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

Maybe this is getting repetitive, but who cares. I can blame it on my GenX genes right? It is all about Me, Me, Me. So, here is this lady’s conference wrap up post.

Overall this was a much better experience for me than my last ALA. I went to DC in 2007 as a Student to Staff program participant. I enjoyed working for the Press Office (I got to meet Nancy Pearl), but my work schedule limited my program participation to the early morning (before 10 am) and late afternoon (after 3 pm). As you can imagine, I didn’t have much choice in programming. Between the limits on my hours and having to trek from nosebleed Crystal City, my actual experience was pretty dismal, and I left feeling like I still didn’t know why I would bother with ALA or Annual. Not exactly the point of the ALA Student to Staff program, I guess.

Fast forward to this year’s Midwinter and the story is entirely different. This time I had a blast. While I did overdo the scheduling (3 receptions in one night is not only a bad idea, but nearly impossible), I was able to go to almost everything I wanted or needed to attend. My Friday started with the Emerging Leaders Workshop with Peter Bromberg, Maureen Sullivan, Connie Paul and guest stars (Jenny Levine!). We had a good discussion about leadership, especially redefining it to be more inclusive. The quote “a leaders job…is not to provide energy but to release it from others” from Frances Hesselbein came up several times as a theme for redefining our notions of leadership.

My team, Project P (or the Nitty Gritty Committee), is helping LITA to create best practices for the association’s communication channels, including its website, wiki, ALA Connect as well as other forms of communication. The goal is to create best practices for business and committee work as well as for using these channels for marketing and recruitment. Although I am sponsored by GODORT, this project has implications for a large number of ALA organizations. Even the web manager for the tiny ACRL section, LPSS, was excited about the project’s results. This issue was a big theme at this conference (for example, GODORT had an entire session on same the issue).


Moreover, I like my project teammates … a lot. We are all very different and each bring unique strengths and knowledge to the experience. The important thing is that everyone seemed to be easygoing and willing to do the work. No one was unhappy about the project to which they were assigned or unclear of the expectations. I’m looking forward to working with them!

The rest of my time was spent with either GODORT or LPSS or sometimes LITA (I went to my first Top Tech Trends and it rocked!). The LITA reception was pretty swank (a dimly lit hotel bar with modern decor, fuzzy pillows, and $11.50 martinis), while the GODORT one was much more down to earth (an Irish bar with lots of fried food and draft beers). A lovely contrast for an evening out.

I also must say before wrapping up this entry–Boston is a damn fine city. I have never been in an airport where the TSA employees were so friendly. One of them even joked around with me (and I have Lauren Pressley to back me up on that!). Maybe it was an anomaly, but I met helpful people all over the place. I have to say a Big Kudos to Boston for being a great host and a fun city to play in.

If I left Midwinter and Boston with anything I wish I could improve it would be similar to what Sarah Faye Cohen has already said in her blog post, especially about virtual participation. I want to give a BIG shout-out to ACRL’s LPSS for making a strong effort to include members virtually. They used dimdim, which is a free online collaboration tool, to include people who couldn’t come. While they have a much smaller section than most and while dimdim is not the top-shelf of collaboration, they at least made that effort. I would love to see some accommodation for virtual membership, especially for Midwinter. I honestly can’t say that I would be able to attend every year because I have other conferences (state, data, ACRL) that are more useful, cheaper, and relevant.

But here is the kicker–it has to be active virtual participation. Just saying that you are “ok” with virtual participation isn’t enough. Our groups need to go the extra mile to discover software, disseminate information in advance, and troubleshoot problems on site. Having said that though it shouldn’t be all on the groups. ALA needs to step up and ensure that its divisions, sections, round tables and whatever else have the necessary tools, resources, and mandates to pull it off. ALA Connect is a great start and a useful forum, but I want to see support for real-time collaboration and virtual meetings. Because when it comes down to it, it isn’t about me. It’s about those members who don’t have the freedom or money or time or ability to travel to far flung cities twice a year. Those members need to be included too. Otherwise, what is the point of ALA, really?

There’s your charge ALA; now let’s see some action.

Special Edition BLOG

Within the Jewish tradition, there is a teaching that suggests “What I do in business and what I do in the house and what I do in the synagogue should be one” (Manz, Manz, Marx, & Neck, 2001, p. 13). This workplace definition is not new, and can be traced back to “The most popular religious book of the 1920s” (Elmes & Smith, 2001, p. 41) Bruce Barton’s (1924) The Man Nobody Knows. According to Elmes and Smith, “Great progress,” (p. 41) said Barton,

Will be made in the world when we rid ourselves of the idea that there is a difference between work and religious work… All work is worship; all useful service prayer. And whoever works whole-heartedly at any worthy calling is a co-worker with the Almighty in the great enterprise which He has initiated but which He can never finish without the help of men. (p. 41)

Schaff (1968) similarly believed that “As every place, so is every day and hour alike sacred to God, who fills all space and all time, and can be worshipped everywhere and always” (p. 476). Building upon the expanded definitions of Barton and Schaff, the term workplace, can include anywhere individuals are utilizing the spiritual gifts they believe they possess (McGraw, 2003a; Neal, 2000) which include individuals’ communities, places of worship, homes, and organizations (McGraw, 2003b).

Fuller (2001) believed (as do I) that young or old, once an individual is filled with God’s Holy Spirit, they are also given (at least one) charisma to use for the betterment of society. Let’s take a look at how we might go about using our gifts in various workplaces.

Community as Workplace

When it comes to the idea of communities as a workplace, Colson (as cited in Fuller, 2001, p. 173) explained that,

Jesus’ command to love our neighbors and enlarge God’s kingdom means dispensing mercy and compassion to the destitute in mission shelters and soup kitchens, ministering to those in prison and nursing homes, doing good and helping to create a new world of peace, love and forgiveness in our own sphere of influence.

Mercy and the gifts of giving and helps, as mentioned above, are but a few examples of how an individual might serve the community. Fox (1994) offered additional workplace examples that included cleaning beaches and parks along with recycling as ways in which individuals can positively affect their communities. He also noted the need for individual community service groups to work in an organized manner so that effective connection to the ‘greater good’ can occur.

In contrast to group projects are those works performed by single individuals. People who simply see a need within their community and move to address it void of any public or private assistance; using only their individual charismata. Men and women who go out of their way to help people who are homeless, hungry, or otherwise lacking basic essentials – many of which will never be publicly celebrated for their efforts. These are the individuals that believe when they care for others they not only improve their immediate circumstances but, more importantly, open the door to God’s Holy Spirit changing them as people (Brehony, 1999).

Place of Worship as Workplace

Using one’s gifts within a church setting requires nothing more than the simple act of getting involved. This may include such activities as teaching a Sunday school class (teaching), volunteering to help with the Christmas play (administration, artistry, helps, service, or skilled craft), or hosting a Bible study in one’s home (hospitality) (Fuller, 2001). If, for example, an individual believes they possess a gift of hospitality, helps, or service, then perhaps serving as an usher or greeter might also be a way to be of assistance within their place of worship. Schaff (1968) explained that the words “synagogue” or “church” refer first to the congregational body that make up the church and then secondly to the building where the congregation meets for public worship. If one subscribes to this view, it becomes important that they not lose sight of the idea that their places of worship are foremost, places of community as opposed to buildings they inhabit for a few hours on their day(s) of worship.

Household as Workplace

A husband verbalizing his love for his wife and God passionately (exhortation); wife and husband praying with and for their children (intercession); mother and father teaching their children God’s love (teaching) – these are but a few of the many ways individuals can use the charismata they believe they possess to serve one another within their households. Watching one’s son and daughter-in-law disciple young people, sharing Christ in their workplaces, extending compassion to their neighbors – these too are the results of freely imparting what they believe God has given them to those closest to them (Fuller, 2001). Children continuously learn from their parents, not always by what parents say, but certainly by what their children see them do (Nolte & Harris, 1998). Because of this, some Christians would say that it becomes imperative that children be provided examples of gifts such as exhortation, intercession, and teaching as mentioned above as opposed to less positive life lessons such as anger, strife, selfishness, or hate.

According to Schaff (1968), “Christianity transforms and sanctifies the entire family life” (p. 443). Whether a single parent, member of a parenting team, or extended family member, the home can present numerous opportunities to use such gifts as faith, wisdom, and helps to bless those who reside within it. God’s transforming gifts need not be comprised of complicated formulas or rigid systematic actions and are often most clearly observed in the simplest of daily activities.

Organization as Workplace

According to Dorr (as cited in Delbecq, Liebert, Mostyn, Nutt, & Walter, 2001, pp. 20-21) manifestation of the fruits of the Holy Spirit within the traditional organizational workplace can include,

Greater unity based on increasing effective interdependence, increased trust, increased justice, greater mutual security, a sense of more meaningful work, progress for the most marginal, stronger connection to core organization values and cultural roots, greater harmony (Shalom), and greater hope.

Biberman and Whittey (1997) advocated for the positive effects on organizations when individuals bring spiritual principles to the traditional workplace by noting,

Organizations that operate from the spiritual paradigm would be expected to have flatter organization structures and a greater openness to change. Their belief in abundant resources would lead to greater interconnectedness and co-operation between organization units, and empowerment of workers at all levels of the organization. Rather than believing in the preservation of the self at all costs, these organizations would be more concerned with existing in harmony with their environment, and would thus be more supportive of the ecology and environment, and more concerned with meeting the needs of internal and external customers. These organizations would be more likely to encourage creative thinking and the working together of organization units to establish and accomplish mutually agreed on mission statements and objectives for the organization. (¶ 17)

Gifts such as that of administration, wisdom, and discernment are but a few of the ways some Christians believe individuals can positively influence the traditional organizational workplace. In his book, God’s Ticker Tape: A Report on Divine Acquisitions in the Marketplace Silvoso (2003) shared numerous stories detailing how individuals used their perceived charismata (such as intercession and evangelism) to change their workplaces. Reported results of their efforts included individuals being blessed in the areas of personal healing, finance, increased faith and relationship with God, and joy for example. In closing, Weiss et al. (2001) wrote that regardless of which workplace individuals may find themselves in,

Most people hear their calling expressed much more subtly through their own gifts (‘charisms’) and the needs presented to them by their communities. A vocation is not only something we need to do, it is also something that the community has shown it needs us to do. (p. 10)

Finally, on the topic of work performed by the laity, Bilheimer (1954) wrote, “The work which men do is done everywhere; it is not…done in church or in some controlled situation where it is relatively easy to be Christian. It is done amid all sorts and conditions of men and of circumstances” (p. 208). Bilheimer continued, “Only those who operate with the confident freedom of the Christian man have the spiritual independence, the flexibility and the mobility wherewith to enter into this uncharted area” (p. 208). Fox (1994) also believed that,

Our work is meant to be a grace. It is a blessing and a gift, even a surprise and an act of unconditional love, toward the community – and not just the present community that may or may not compensate us for our work, but the community to come, the generations that follow our work. (p. 99)

References

Barton, B. (1924). The man nobody knows. New York: Grosset & Dunlap.

Biberman, J., & Whittey, M. (1997). A postmodern spiritual future for work. Journal of Organizational Change Management, 10(2), 130-188.

Bilheimer, R. S. (1954). A Christian strategy. In J. O. Nelson (Ed.), Work and vocation: A Christian discussion (pp. 186-211). New York: Harper & Brothers.

Brehony, K. A. (1999). Ordinary grace: An examination of the roots of compassion, altruism, and empathy, and the ordinary individuals who help others in extraordinary ways. New York: Riverhead Books.

Delbecq, A. L., Liebert, E., Mostyn, J., Nutt, P. C., & Walter, G. (2001, March). Discernment and strategic decision making: Reflections for a spirituality of organizational leadership. Paper presented at Bridging the Gap Between Spirituality and Business: Proceedings from the Santa Clara Conference, Santa Clara, California. Retrieved June 5, 2004, from the Santa Clara University Leavey School of Business Web site, http://lsb.scu.edu/ISOL/discernment.pdf

Elmes, M., & Smith, C. (2001). Moved by the spirit: Contextualizing workplace empowerment in American spiritual ideals. The Journal of Applied Behavioral Science, 37(01), 33-50. Retrieved March 30, 2004, from ProQuest ABI/Inform Global database.

Fox, M. (1994). The reinvention of work: A new vision of livelihood for our time. San Francisco: HarperCollins.

Fuller, C. (2001). Opening your child’s spiritual windows: Ideas to nurture your child’s relationship with God. Grand Rapids, MI: Zondervan.

Manz, C. C., Manz, K. P., Marx, R. D., & Neck, C. P. (2001). The wisdom of Solomon at work: Ancient virtues for living and leading today. San Francisco: Berrett-Koehler.

McGraw, M. (2003a). Running away for three weeks: One woman’s journey across the United States in search of the American culture and God’s place for her in it. Kearney, NE: Morris.

McGraw, M. (2003b). Discovering your workplace gifts: Identifying the tools God has given you for your work assignment. Available from Excellence at Work Web site, http://www.DrMarilyn-EAW.com

Neal, J. (2000). Work as a service to the divine: Giving our gifts selflessly and with joy. American Behavioral Scientist, 43(8), 1316-1333. Retrieved February 21, 2004, from ProQuest database. (Accession No. 2000-00027-642)

Nolte, D. L., & Harris, R. (1998). Children learn what they live: Parenting to inspire values. New York: Workman.

Schaff, P. (1968). History of the Christian church (3rd ed.). Grand Rapids, MI: W. M. B. Eerdmans.

Silvoso, E. (2003). God’s ticker tape: A report on divine acquisitions in the marketplace. San Jose, CA: Harvest Evangelism.

Weiss, J. W., Skelley, M. F., Hall, D. T., & Haughey, J.C. (2001, March). Calling, new careers and spirituality: A reflective perspective for organizational leaders and professionals. Paper presented at Bridging the Gap Between Spirituality and Business: Proceedings from the Santa Clara Conference, Santa Clara, California. Retrieved June 5, 2004, from the Santa Clara University Leavey School of Business Web site, http://lsb.scu.edu/ISOL/discernment.pdf

Tomorrow I leave for my first ALA midwinter. The build up has been lord of the rings style epic. It has definitely been long. Applications for the Emerging Leaders program were due way back in the summer and announcements weren’t made until well into the fall. My inbox has been inundated by vendor solicitations for almost two months. There are more receptions and lunches and breakfasts than there are hours in the day.

I’ve certainly been to busy conferences before–Computers in Libraries is pretty much non-stop madness (and other things). But the ALA meet-ups seem particularly daunting. I have to figure out the Boston public transportation while navigating a new city while trying to decide which meeting or reception or showcase might be more exciting/fun/informative while, oh yeah, reminding myself that I might need to sleep some and eat more than pub food and beer. Whew! I’ll need a vacay after all that.

But, I am looking forward to the madness. I’m especially excited about our Emerging Leaders group. We’ve been connecting through Facebook and Twitter for a month or two. I love seeing the personalities emerge virtually through the intertubes; from our event planners, Librarian JP and Darcel Jones, to my roomie, Tara, to Justin, the man on a tattooing mission, it seems like a fun and diverse bunch. I have a good feeling about this.

So, for now I sleep. Tomorrow it begins. See you all in Boston.

…about whom you wanted to be – you make the choice everyday regarding who to be and who to love. This first full week of 2010, I’ve decided to make a choice to move forward by taking a few minutes to look back at this time last year. It was during January 2009 that I experienced my first death of a close friend; David. As the first year anniversary of David’s death approaches, I thought it would be appropriate to revisit a few of the lessons he taught me during his time on this earth. What follows is an excerpt of what I shared at his funeral. David was a longtime Christian and while my words focus on that aspect of his life, I believe the message of his life speaks to Christians and non-Christians alike.

The Measure of a Man

Gal 5:22-25 reads: “But the fruit of the Spirit is love, joy, peace, longsuffering, kindness, goodness, faithfulness, gentleness, self-control. Against such there is no law. And those who are Christ’s have crucified the flesh with its passions and desires. If we live in the Spirit, let us also walk in the Spirit.”

When we think of what it means to be a Christian, we think of the understanding we obtain when we come to know and accept that Jesus died on a cross for our sins. But that is not the end of the story. The Bible teaches us that to know Christ is to walk out His love to others. David did exactly that every day I knew him over the last several years.

David was the face of Christ time and again. Whether it be during the various church functions we attended where he would take the time to listen (often into the wee hours) to another person’s plight or during our walks when he endured my rantings on a mired of subjects.

So often David would council me by simply using his listening gifts and allowing me to talk through my issues until I resolved them myself. Yet another example of how David had the patience of a saint.

I have a multitude of memories of going shopping with David to furnish his homes (with each item attached to the time spent with him – shopping and talking). But mostly, I have memories of a man who consistently brought peace into my life. Who never judged my imperfections even though he clearly saw them, only provided the kindest of feedback when solicited, and always treated others with the utmost dignity.

Lessons for us all from David’s life:

1. Tell people we love and cherish how we feel about them.

2. Watch how we interact with others, giving a little more time even when we feel like going home.

3. Be kind and patient with the people God places in our lives.

4. Allow people to come to their own answers in their own time.

5. Love unconditionally.

6. Always believe the Lord will provide.

In 2010 may we each be blessed to be someone’s David.

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

Wow, it’s finally 2010. Ten years after the much anticipated Y2K event has long since come and gone we appear to still be here; (dys)functional computers and all. Can you even recall what you were doing ten years ago on this date? I was watching a national TV station that chose to broadcast 24-hrs of New Years occurring around the world. What a site it was as each hour brought yet another geographic location a new year free of any world ending events.

Looking back upon the last ten years of America’s history, the world’s history, and yes, our own personal history, we see a full range of events. Some events we would love to repeat; some we wish never occurred. The bottom line is that over the last ten years we have survived and even thrived. Good times and bad times come and go. Life is full of different seasons. People come into our lives and people leave our lives. Sometimes we understand these comings and goings while other times we struggle to accept them.

As I look back I recall my own comings and goings. What I learned a long time ago was that if something was meant to be in my life it would be, if it was not, it would not. No amount of struggle was required if it was to be in my life and no amount of struggle would change anything if it were not to be in my life. This was the case whether the “it” was a job, relationship, or possession. When I made peace with this truth, something magical began to happen. I was able to maintain my peace no matter what was coming or going and just about 100% of the time I was able to look back in retrospect and understand why I had what I had in my life.

As we enter into a new year we have an opportunity for a fresh start. We can choose to take this season to analyze what is working for us and what is not. We can take ownership for where we are now or blame others for our circumstances. Finally, we can choose what 2010 will look like for us no matter what comes and goes though out the year. Yes, what an amazing gift we each have, the gift of choice, action, and behavior. If you find yourself at a choice juncture today, consider giving us a call at 01-408-340-0561 to schedule a free 30 minute life coaching consultation.

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

…Now you can without ever leaving the comfort of your favorite chair. Dr. Marilyn’s gift for instigating “excellence at work” in others is openly shared throughout the pages of her book Running Away for Three Weeks. Readers will be left saying, “If she can make it with God’s help, I can too.” Lives of men and women will be changed as they implement the spiritual lessons described in this book.

More than ever, Americans are searching for meaning to their lives. For some, this may be the first time they are asking, “Why am I here?” or “What is it that only I can offer the world?” Some may even be asking, “Is there really a God?” As individuals grapple with these valid questions, Running Away for Three Weeks offers answers by leading readers through a three week expedition across America through the eyes of Marilyn McGraw after her 2001 lay-off.

Not until Running Away for Three Weeks has an inspirational Christian autobiography so masterfully:

• Shown how God leads in situations so readers can learn to be sensitive to His leading in their own lives
• Motivated readers to maintain forward momentum when potentially negative life circumstances occur
• Encouraged discovery and execution of individual gifts

Dr. Marilyn is widely recognized as a woman of faith and tenacity. A remarkably gifted life coach and change management practitioner, her ability to motivate and encourage individuals is captured in the pages of Running Away for Three Weeks. The revelations in each chapter will dramatically impact and transform your business and personal attitudes forever. Without ever packing a bag, you will experience the victory that comes from knowing anything is possible if you believe. So what are you waiting for? Click here to start your road trip to self discovery: www.drmarilyn-eaw.com/PurchaseProducts.htm

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

Staying safe or letting go in order to get the prize. Ugh, what a joyful position to be in; NOT! You have probably heard the saying, “A bird in the hand is worth more than two in the bush.” This is to say, play it safe, hold on to your sure thing because that bigger thing is not guaranteed and you might lose everything in your attempt to increase. Well, here’s a different take on that thought.

Follow me for just a moment if you dare as I muse for a minute…visualize the image of swinging from one vine to another as you contemplate America’s current economic position. As I see the image, I realize the moment we let go of the old familiar vine (e.g., job) to grab hold of the new can be filled with trepidation unless we possess the faith that we are not going to be required to swing any further out (e.g., remain unemployed) than our muscles (e.g., skills and talents) can propel us. It is clear that we always have the choice between clinging to the old – which would only lead to inertia that can turn into depression – or, reaching out for the new. When we make the choice to let go, we find ourselves in that momentary state of weightlessness otherwise known as the “faith zone.”

So often when transitions confront us head on, we cry out. We wonder how long we will have to endure before our circumstances change for the better. What we sometimes fail to realize is that our Creator already knew what and when we would need and has already prepared our blessing(s). Our role is simply to keep moving forward since it is not generally His nature to “steer a parked car.” We must maintain our momentum so that we successfully arrive at our assigned destination while avoiding unnecessary pit stops that only serve to slow us down. If you find yourself at a career juncture today, give us a call at 01-408-340-0561 to schedule a free 30 minute consultation. While we can’t offer you a new car, we certainly can provide you the tools necessary to ensure you are fully utilizing all your options.

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

As we enter into the last few weeks of 2009 and prepare for 2010, a few thoughts to consider:

1. Take time to love and mean it, that person in your pathway is depending upon it.

2. When you come across a need you have a solution for, provide it.

3. When faced with an amazing opportunity to multiply, don’t divide.

4. When your future comes face to face with your past, don’t look back.

5. If someone asks you who you are, skip the story, show them an experience.

6. If you’re unhappy with your present job, make your own.

7. When you come to that fork in the road, use it to take a lunch break.

8. Say what you need to say, when you need to say it, to the person who needs to hear it.

9. Remember the gift of mind reading is given to few, always ask for what you need.

10. Let your yes be yes and your no be no.

In short, do what you were put here to do in the manner in which you were designed to do it. People, possessions, relationships, etc. come and go, but your divine purpose never leaves. Ultimately, there is only one person responsible for your life in 2010 and what you do with it; YOU. Each day we have choices. Choices we make today influence our tomorrows and every tomorrow sets the stage for each new year and so on. If you are currently contemplating your life’s lane assignment and would like a free 30-minute introductory consultation on letting your yes be yes and your no be no contact Dr. Marilyn at info@DrMarilyn-EAW.com or 01-408-340-0561.

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

Although a US study, trends noted in this report certainly align with the Canadian and Peel region experience.  See page 19 of the report for leader competencies that will be needed to negotiate these trends.

Listen as Jim Collins, author of  “Good to Great and the Social Sectors”  discusses the findings of his research team.  They found the most effective leaders are humble rather than charismatic and most came from within the organization itself.  And most are relentless in their pursuit of their causes. 

Listen to the podcast then return to this post and add your thoughts to the discussion.

Last week, I had the pleasure of speaking with one of my former division leaders (ED) about her involvement in my organization’s succession planning initiatives.  Here’s a report of what I learned from her in our one-hour conversation.

While she was division leader, she and her direct line supervisors (known as Group Leaders or GLs for short) jointly created an Intern Group Leader program.  Training came in the form of job shadowing and mentoring.  Self-selected and identified candidates alike were paired with a direct line supervisor other than their own in a loose relationship consisting of periodic meetings.  The other GL tasks these interns were exposed to included mock ranking meetings, required reading of certain management books, and the opportunity to write one real performance appraisal for a willing group member.  She revealed one comical case study session on how to deal with employee crying with the interns.

Of the three rounds this Intern GL program was offered, she was able to promote four new GLs who were graduates of this Intern GL program (RN, BM, KL, BG).  She also particularly praised one of her GL’s mentoring abilities to produce solid graduates who were paired with her (LC).  She credits her GLs for coming up with the design which ultimately provided more tangible, concrete experiences.  Participation in this Intern Group Leader program helped some to realize this job was not a good fit for them and helped introduce potential candidates to the rigors of the job for a smoother transition to the promotion.  In retrospect, my former division leader’s one do-over would be to add more structure to the mentoring  meetings between Intern and Group Leader.  Another division leader implemented a more formal program in her area.  The Engineering Directorate interviewed both division leaders 3-4 years ago to gain insight into the possibility of implementing a similar program in their area.

At the Computation Directorate level, there was the Emerging Leaders Program that my former division leader helped to develop; she got to participate in the program as well.  The 6-8 month program’s strength was the opportunity to meet members of senior management who participants would not normally meet in the course of their careers.  Professional networks grew, especially after communication barriers came down about the second half of the second day of say a three-day training session.

At the department level, there was a strategic initiative committee on mentor trained succession planning, led by group leader KF.  The relatively inexpensive (~ $400) software, Succession Wizard, was purchased to help identify Polaris core competency strengths and opportunities for improvement for several key jobs throughout the department; it proved to be an invaluable tool for career advising when coupled with 360 input and the Succession Wizard results for the desired next job and how to get there through core competency development.

Also worth mentioning is the three-day Management Institute at Bodega Bay which, through hearing top senior management’s stories, provided perspective on how her troubles paled in comparison.

Finally, my former division leader firmly believes that succession planning is strategic leadership and not tactical management.

FYI, our Director recently announced partnership with the University of California, Berkeley Haas School of Business (40 participants selected by the PADs) and Texas A&M Bush School of Government to prepare the next generation of leaders with systems thinking.

So, there you have it.  A snap shot at one leader-coach’s experiences with succession planning at my organization.  Made me wish these types of programs were offered more consistently, more often, and to a wider audience.

Your thoughts?

Earlier today I spent time outside in my modest garden. Over the last few years I have found great peace and solace as I tend to each of its plants. Interestingly enough, each plant has its own personality and subsequent needs. Some require little water or attention (the monster) whereas others are quick to advertise when their need for water or pruning is not adequately met (the poopy purple plant).

I find that as I take the time to care for each plant, I often hear “nature” speak to me. Sometimes it’s a message about what needs to be pruned in my life. Other times it’s about the need to care for others. While more often then not it’s a message about slowing down and letting go of the day’s burdens. Clearly, plants don’t care about the current global economy or the debate on health care in America. No matter what the world at large is focused on, each plant simply goes about it’s business of growing towards the light and digging for water.

If plants could speak in a voice everyone could hear I wonder what their keynote message would be. Perhaps something like:

1. Don’t worry about the rain, just store up what you need and let the excess runoff.

2. Never pass on an opportunity to soak up the sun light.

3. When that big thing comes at you with pruning shears, don’t fret, what is removed will be multiplied.

4. No matter how bad the fertilizer smells, it’s good for you.

5. Just because your neighbor has bugs does not mean you have to invite them over to your pad.

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

Interesting thoughts for leaders on engaging Gen Y in the nonprofit workplace.

via Ten Strategies for Engaging Generation Y in the Nonprofit Workplace.

A friend of mine bought his girlfriend a birthday present over two months ago. The present was to be a completed paint by numbers picture. Unfortunately, she has yet to receive the completed painting. Last I checked, the painting was about 25% done and the man swears his girlfriend will get the completed gift by Christmas. We’ll three months late is better than never. In all seriousness, aren’t there times in our lives when even the most straight forward projects get placed by the wayside in favor of the day-to-day tasks vying for our attention?

Along the lines of waiting for “things” – I myself have recently experienced a few delayed starts. For example, I recently bought a new computer bag which had to be immediately returned due to a malfunctioning handle. Cutting to the end of the story, I ended up saving an addition sum of money on an already discounted bag because the bag was reduced an additional 10% between the first and second purchase dates. Similarly, I finally decided to buy an external hard drive to back-up computer files, etc. but when a friend braved the “black Friday” crowds to purchase one for me, he was told they were out. Upon his return home (around 5:30am black Friday) he went on line and found one for less money and with a better warranty.

As we near the end of 2009 it’s true, some of us have not obtained all that we would have liked this year. For some (like my friend’s girlfriend) it’s a gift. For others it’s a need such as a new job to replace the one lost due to the economic downturn. Yet for others, it’s something in between a gift and a need; such as a new computer bag. So what’s to be made of all this? What can we deduce when we did all we could to paint inside the lines but despite our efforts, did not get the result we wanted? Conversely, what if we took a chance to paint outside the lines, taking a risk and trying something new, but still failed to obtain the goal?

Well, as best as I can see, good things do truly come to those that wait. Economies have life cycles to them, change has its seasons, and the race is not always won by the swift. So what’s this mean for us all? I’m going to go out on a limb and say that our good things are coming, we’ll pay less for them, and they will be what we should have when we should have them. To that end, I’m happy to announce that I’m going to extend my discounted life coaching offer through the end of 2009. While I can not predict when the economy will be in full swing again or when your new computer bag will arrive, I can safely say that by taking the time now to ensure you maximize your skills and talents, you’ll be well positioned to fill it with life’s blessings.

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

I would Like to Announce the the White House has announced a “Emerging Youth Leaders Forum on Clean Energy”. The White House Meeting will take place on December 2nd 2009 and will allow youth leaders to engage the Presidents Green Cabinet,  which includes, Secretary of Interior Ken Salazar, Secretary of Labor, Hilda solis, Administrator Lisa Jackson, Secretary of Energy Steven Chu. Green Justice is Looking forward to these meetings and can’t wait to see what happens!!!

Green Justice!!!

O.K., O.K. – enough already! All right, it’s really time to achieve that life goal already… Sound familiar? Have you hit that place, have you entered that season of life, or have you simply gotten fed up with being fed up? Goals, daily to-do-lists, action items, the list goes on and on. Sometimes, rather than rush in, we have to stop and take a moment to breath, a moment to prioritize our to-do-lists. Often this process is called “slowing down to be quicker”.

Years ago when I was a police cadet our range master explained the concept of slowing down to be quicker. Now while I don’t anticipate having to focus on shooting a felon in the commission of a crime any longer (given I’m no longer a police officer), the range master’s words have stuck with me over the years. In short, the concept reminds us to slow down (i.e., don’t get caught-up in emotions or adrenalin) when there is work to be done. As we know, often when we rush through a task for whatever reasons, we run the risk of creating a less than optimal outcome. That “less than” outcome then leads to a need to redo the work which causes the task to take longer than it would have had we slowed down and done it right to begin with. As you can imagine, law enforcement work does not lend itself to “do overs” when lives are at stake.

While the majority of our work does not result in life ending outcomes, there are times when the work choices we make alter our lives or the lives of others for better or worse. If you are finding yourself in a conundrum regarding your current workplace choices, now may be the time to slow down to be quicker. Every day we impact the lives of those around us; in positive or negative ways, but never with total neutrality. It’s often been said that those around us either bring us up or bring us down. As you make your workplace choices each day you’ll want to ensure that you have solid counsel around you. People who have your best interest at heart and who do not possess ulterior motives regarding your success. For a free 30-minute introductory consultation on slowing down to be quicker contact Dr. Marilyn at info@DrMarilyn-EAW.com or 01-408-340-0561.

To learn more about this topic contact Dr Marilyn at www.DrMarilyn-EAW.com

A range of voices from the academy continue to chime in on the issue.  Bo Lim, Assistant Professor of Old Testament at Seattle Pacific University provides his perspective on the DVZ controversy.

The authors of Deadly Viper and Zondervan have heard from Asian American Christians that the book is hurtful and have apologized, but they continue to sell the book.  By their actions it appears they do not believe that the book itself is harmful.  I believe the authors and Zondervan do not believe that the book is harmful because they do not understand that the U.S. is a racialized society and the how negative ethnic stereotypes function within such a culture.

The U.S. possesses a legacy of inequities based upon race.  In America black means something different than in Africa.  Yellow in the U.S. means something different than in Asia.  Because of this the authors cannot bypass the concerns of Asian Americans when they employ Asian stereotypes.  A recent event in Seattle demonstrates the harm in importing foreign cultural symbols without the consent of Americans of the same race.  The Seattle Zoo constructed an East African village within the zoo grounds complete with people from the Maasai culture.  The Maasai were proud to display their culture in the US, but it is African Americans who have had to deal with a history of being caricatured as primates.  It is African Americans who have to deal with comments like, “Your people are in a zoo?”  The use of Asian cultural symbols by the authors of Deadly Viper may possibly flatter Asians, but it may cause harm to the Asian American community because we are a racial minority in the U.S.

Certainly negative stereotypes are insulting, but are they actually harmful?   Yale historian Matthew Jacobsen observes that the phenomena of “pan-whiteness” which emerged in the 20^th century is defined by the following two characteristics:  one had to shed ethnic identity markers that were traditionally not white; and one had to perpetuate acts of violence against non-whites.[1] I can attest to an example of this from my youth.  At the middle school I attended in San Francisco we had so many recent Chinese immigrants that Cantonese and Mandarin could regularly be heard in the school yard.  I recall when a white friend of mine grabbed a hold of a smaller student speaking in Chinese, slammed him against the wall, and screamed in his face, “This is America!  Speak English!”  I am ashamed to say that I laughed consentingly at his actions in my desire to be accepted by my white friend.

Will Deadly Viper encourage acts of violence against Asian Americans?  I should think not given its target audience.  But what it does do is objectify Asian Americans in the same demeaning manner as those who do engage in acts of violence against Asian Americans.  While not encouraging violence, Deadly Viper does support Jacobson’s definition of what it means to be white in America.  Viewed in this manner the book is harmful to not only Asian Americans, but also to white Americans since it reinforces a destructive identity of what it means to be white.

A couple of weeks ago while shopping at a Game Stop in a Seattle suburb I unintentionally annoyed another white patron.  He and I were both in search for good deals on used PS2 games and apparently he didn’t appreciate the fact that I was in competition with him.  He was there with his son and I was with my children.  He grew so angry that he openly began to boast of how he was going to beat me up, punch me out, and smack me down while his son giggled gleefully at the machismo displayed by his father.  Unsurprisingly, he referred to me as, “That damn Chinaman!”

The man did not assault me, but I do wonder if his son will grow to one day assault my children or another Asian American.  Unfortunately Asian Americans continue to be objectified as “damn Chinamen” or “Chicka Wah Wah” (see ch 5).  I am particularly troubled by the depiction of Asian women in the book.  They are stereotyped as the submissive and sexy Geisha girl, the martial arts mistress, or the dominating Dragon Lady.  They are exotic objects either to be feared or mastered by men.  While the authors and Zondervan are not responsible for causing injustices against minorities, they are responsible for how they respond to them.  If Christian discipleship involves seeking justice and righteousness (Amos 5:24), our responsibility is to fight against hurtful stereotypes in order to bring harmful acts to an end.

To my Asian American sisters and brothers I remind us that if we are going to claim that an injustice has taken place then we must advocate for others who are in similar need.  Otherwise we are merely engaging in identity politics and the accusation is true that we merely show the race card when it conveniences us.  To the authors and Zondervan, do not recall the book due to political pressure.  Recall it if you believe that is the just thing to do.  If you do recall the book please educate the masses of people who comprise your audience why you chose to do so lest blame fall on Asian Americans.