Where did all the meetings come from. Now, more than ever, frontline and middle managers are being dragged from one meetings to the next. Project meetings, product development meetings, change management meetings and meetings to discuss the forthcoming meeting meetings, to name just a few. All day, every day. Always exactly an hour long and almost always bullshit meetings designed to keep people from getting anything done.

If your job purpose is to manage a team, surely the only essential meeting that you must attend is a team meeting. Ironicly that’s just about the only meeting the great bulk of managers don’t, won’t or can’t attend (or even organise) on a regular basis.

There’s really not that much to commend the founding fathers of industrial age management theories, but they did at least understand that the point of managers was to organise labor, which is to say… people.

Two hundred years later we’ve learned that in the knowledge age people don’t need to be ‘organised’ like illiterate factory drones, but there must be something more useful managers can do – other than hiding in little glass boxes, huddled with other absent managers, talking about work they haven’t done.

Not all meetings are bullshit. But plenty are.

Here are 6 proven ways to avoid or shorten those hours of your life you’ll never get back:

1. Do what matters first. Fill your diary with things that do matter: one-on-ones, coaching sessions and team get togethers, weeks in advance. Most managers don’t use their electronic calendar to schedule coaching and planning sessions, and they pay the price when other people take control if their empty schedule. High Performance Leaders know they can’t be in two places at once, so they block out chunks of time, even when they’re planning to just ‘be available’ for their team by sticking close to home base. People with packed calendars get left alone (to do their job). That’s exactly how the CEO’s PA keeps you out of his diary.
2. Send someone else (or have a revolving designated attendee). If there are 6 managers in your workgroup organise each manager to attend a different meeting alone. Then catch up on the ’shop floor’ (not in a meeting room!) for 10 minutes (max) to share highlights and compare notes. Knowing she’ll have to report back a summary is good for the person attending the meeting because they would have otherwise been half asleep and forgotten the lot.
3. Huddle with your team of peers every day for 10 minutes at 8.30 to keep each other in the loop. If you’re booked in to the same meetings decide who will represent both (or all) of you and share the essentials tomorrow. Trust me, if you only have to hear the concentrated version, even as little as 10%, you’ll know more than most of the attendees, who’s brains were wiped clean at the start of the next meeting.
4. If you absolutely must attend, keep meetings to half an hour. It’s amazing how much gets done and how creative people get under a 30 minute deadline. The 60 minute meeting is an arbitrary number. It’s convenient because it fits neatly on a clock and most calendaring software defaults to an hour. Don’t get sucked in by these flimsy reasons.
5. In team meetings have a 15 minute rule. Conversation is like gas, it expands to fill the available space. People will go on endlessly about the same point if you let them. Allocate a maximum of 15 minutes to a topic.
6. Learn to listen. Like most people, when I don’t feel heard I will keep making the same point over and over. Listen, acknowledge and move on. You’ve all got more important things to do.

Remember, those meetings might make you feel important but, in reality, they’re keeping you from important work. Conspire with your team of peers to break the cycle of time wasting.

Manager absenteeism is the number one reason team members are disloyal to their boss. When their direct manager is missing in action team members get justifiably and actively annoyed. On the other hand, highly loyal team members value attributes that reflect availability.

It’s not possible to be supportive and absent. Managers can’t be encouraging and be in meetings all day. It is difficult to give feedback and coach if you’re not in the same room. Availability is the single biggest differentiator between high and low performing managers, between loyal and disloyal team members.

About the Author.

Jason Moore is a culture and leadership effectiveness consultant, workshop facilitator, strategic business partner, entrepreneur and author. You can find out more at www.hplonline.com.

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Early this morning I loaded Anita, brother, and friend in the car, stopping in town to pick up boyfriend. We then braved the wilds of the city trying to achieve the goal of reaching the airport in time for check-in.

Auckland Airport

We allowed the usual extra half hour to get to the airport (not just the city)
Then we allowed an extra half hour for “just-in-case” time

Pity it didn’t make any difference… we arrived half an hour after the final official check-in time, just in time for a nice check-in officer to call for anyone on her flight waiting in the huge check-in queues.

Then we saw her off.

Air New Zealand 747-400

By now she’ll have arrived in Brisbane and bussed up to Boot Camp (two hours north- sorry I got it wrong previously)

The Team Members will be arriving in a couple of days- so between now and then the leaders learn more about their roles and get ready for the hordes to descend

– Jenny in EnZed

Why resign?  It depends on what matters to you.  Many people join the company but leave their boss.  How much does your manager matter?

There are loads of books, presentations, articles, websites and standards on building and maintaining a continually improving organisation, culture and environment.

But what comes first? The culture or the people?  It’s one of those chicken and egg problems.  In this case, you MUST have a leader, manager or executive who cares enough about improving things to change the way the business operates.

Many executives generally don’t want to change too much for fear of kicking away the step ladder that put them there in the first place.  Even though there is overwhelming evidence to show significant change can lead to significant improvements, they often only want to chip around the edges.

If you don’t have such an enlightened manager, what can you do?  Well, for starters it takes a LONG time to help them see the light.  So long in fact, that it’s almost always easier to leave the company and find one that is already on it’s way.

When you’re interviewing for a new role, look at the company for promising signs:

• Newletter at receiption
• Good communications e.g. KPIs, reports, etc posted in prominent locations
• Good feedback from staff in online discussion forums.  Use linkedin.com for a list of who’s who
• A clear vision from your potential manager-to-be on where the company is heading
• A simple response to what their biggest problems and concerns are  -  if you hear “everything” or lots of fluffy statements, you know you’ll be in for the long haul
• Well described job description including measures of success
• Ask for an org chart – is it clear and up to date
• Ask for a description of the top 5 projects in place
• Ask them what improvements have been made in the last 3 months
• Ask which customers are critical

If you get positive answers to the majority of these questions, it’s a reasonable chance that it’ll be a good company AND a good manager to work with.

Crazy unpredicatable,leader undeniable, CL recently performed “The Leaders” with G Dragon and Teddy at G Dragon’s Shine A Light solo concert. From the fan cam’s that I saw, it seemed like an amazing performance. I thought her outfit took a risk , but she so pulled it off. 

I saw the picture that Unnie Dara posted and I though ” Wow, now I can probably locate her outfit. It looks fab.” I scrolled down and saw everyone bashing her on how unfit she looked. Pfft. Please.

Netizen’s are so cruel for no reason. -____-” This was a back stage photo of her getting ready as Dara states on the caption:

Dara:Wassup?! Dudundudun… CL is sleeping now! For the Black Jacks!ㅠ This was taken in the waiting room! *One of them is computer illiterate* and I uploaded it!ㅋ It’s a secret!ㅋ Shh! Sexy Rin~~~! Come on~!

People are quick to judge and don’t consider other people’s feelings. Try being positive. Sheesh.

Here is a picture of her final perfomance look with her oppas:

CL once said on an episode of 2NE1 Tv and I was inspired.

” I am not pretty, but it’s good because I get to undergo many different styles”

I totally disagree with CL with one part. She is pretty.

I always believed  if you are sterotypical ‘pretty’, you have standards to live up to. People will judge you if you don’t look your best. If you are  normal you can play up your looks.

Hwaiting!

Be nice!

Chapter 5 Pg 124-126 Lead With Love By:  Gerry Czarnecki

Compounding the problem of giving effective evaluations is that all too often they are relegated to a once-a-year activity. Nothing could be worse. The practice of waiting a full year to give direct, formal evaluation and performance feedback is unfair to the associate and illogical for the organization’s interests. Evaluation must be an activity tied to the individual’s daily performance, not to the convenience of a process. We cannot expect associates to know what we do not tell them. Either positive or negative messages about behavior or performance must be communicated at the time of the event, not a month or a year later. How can we expect change if we make no attempt to inform associates about their performance? Annual reviews do not work to the associate’s or the organization’s benefit. Over forty years ago, Douglas McGregor, in his classic book !e Human Side of Enterprise, wrote about the annual performance appraisal. His message is still on the mark:

 The semiannual or annual appraisal is not a particularly efficient stimulus to learning for another reason:  It provides “feedback” about behavior at a time remote from the behavior itself. People do learn and change as a result of feedback. In fact, it is the only way they learn. However, the most effective feedback occurs immediately after the behavior. The subordinate can learn a great deal from a mistake, or a particular failure in a performance, provided it is analyzed while all the evidence is immediately at hand. Three or four months later, the likelihood of effective learning from that experience is small. It will be still smaller if the superior’s generalized criticism relates to several incidents spread over a period of months.

 A behavioral psychologist, such as B.F. Skinner, would say if you fail to reinforce desired behavior, it will eventually disappear. And if you fail to punish undesirable behavior, you will encourage it to continue. Classical Freudian psychology would hold that behavior will persist until an individual understands the core reasons for its existence. In any case, allowing an   associate to continue working without an honest evaluation of behaviors and performances is a classic sign that the leader has failed the love test. If we really loved our associates, we would not allow them to drift with no idea as to how they stand. Unfortunately, too many of us fail our associates and give them, at best, severely delayed feedback.

BAGHDAD (AFP) – Iraqi leaders were set to come under fire Wednesday, having failed to prevent a spate of attacks in Baghdad that killed 127 people, the third major set of bombings to hit the capital since August.

The blasts undermined the government’s claims of improved security and MPs quickly demanded that Prime Minister Nuri al-Maliki and the government’s security ministers answer for any failings that led to the attacks.

Iraqi rescue workers remove a body at the scene of a bomb blast near the Finance Ministry in Baghdad. (AFP photo)

The United States, United Nations, Arab League and Britain, meanwhile, led international condemnation of Tuesday’s bombings, with UN chief Ban Ki-moon calling them “horrendous” and “unacceptable.”

Interior Minister Jawad al-Bolani, whose department is responsible for police forces across Iraq, welcomed being questioned by lawmakers in the Council of Representatives over the attacks, which a senior security spokesman said bore “the touch of Al-Qaeda.”

“I am ready to go to parliament on the condition that the session be public,” Bolani told AFP.

The bombings all struck Baghdad within minutes of each other on Tuesday morning.Related article: Emergency workers soldier on.

One suicide attacker detonated his payload at a finance ministry office, another struck at a tunnel leading to the labour ministry and a third drove a four-wheel-drive car into a courthouse.

A fourth suicide bomber in a car struck a police patrol in Dora in southern Baghdad, causing 15 deaths, 12 of them students at a nearby technical college, an interior ministry official said.

Another car bomb hit interior ministry offices in central Baghdad.

An interior ministry official said 127 people had been killed and 448 wounded in the bombings.

Maliki called Tuesday’s attacks a “cowardly” attempt “to cause chaos… and hinder the election,” and said they were deliberately timed to come after MPs on Sunday agreed on a new electoral law.

He blamed “foreign elements” who backed Al-Qaeda.

The courthouse bombing destroyed a large part of the building, with falling concrete killing several people, emergency workers said.

Mangled wrecks of cars, some flipped on their roofs, lined the street opposite the courthouse, and several parked vehicles were crushed by collapsed blast walls.

Near the finance ministry, several houses were completely destroyed and a two-metre (6.5-foot) deep crater marked the site of the explosion.

Although no group has yet claimed responsibility, the timing of the blasts and the fact that three targeted government buildings suggested an Al-Qaeda operation.Related article: Recent bloodshed in Iraq

“This has the touch of Al-Qaeda and the Baathists,” Major General Qassim Atta, spokesman for security operations in Baghdad, told AFP, referring to the outlawed Baath party of now executed dictator Saddam.

Both groups were blamed for bloody attacks — including truck bombings of the finance, foreign and justice ministries — in Baghdad in August and October that killed more than 250 and punctured confidence in Iraq’s security forces.

“Such attacks are war crimes,” London-based rights group Amnesty International said in a statement.

Those caught up in the devastation described scenes of horror.

“I heard the sound of the explosion, I fainted, then I found myself on this bed covered with blood,” Um Saeed, who was wounded in the face and arms by the courthouse blast, told AFP at a local hospital.

Jamal Amin, who works at a restaurant near the finance ministry, said: “I was standing in front of the restaurant. People started to shout, ’suicide bomber, suicide bomber!’

“I saw a mini-bus, and then the explosion happened and I lost consciousness. I woke up in the hospital.”

An official at Medical City hospital said many of the 39 bodies they had received “had been blown apart.”

Violence across Iraq dropped dramatically last month, with the fewest number of deaths in attacks recorded since the invasion in 2003. Official figures showed a total of 122 people were killed in November.

Both the Baghdad government and the US military have warned of a rise in attacks in the run-up to the election.

Presidential chief-of-staff Nasser al-Ani told Iraqi state television on Tuesday the election will be on March 7, after the presidency council said earlier that March 6 had been chosen as the date for the vote.

Despite Tuesday’s attacks US forces remain on track to begin withdrawing from Iraq in large numbers next year, the top US military officer said.

Admiral Michael Mullen, the chairman of the Joint Chiefs of Staff, told reporters that while the withdrawal of US forces in Iraq was “on a balance” with the buildup in Afghanistan, nothing that has happened so far would upset plans.

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When I first began in youth ministry almost 9 years ago I was eager to be involved, eager to please and eager to serve anyone or anything that needed or could be done. The longer I have been involved in this enigma of youth ministry I have noticed my eagerness to do ‘whatever needs to be done’ decline.

Now I can justify this by say that I am now more discerning and I am now balanced but sometimes I wonder if I’m afraid to risk it all to do whatever it takes…

I often quote to my leaders from someone (I dont remember who it was) that “I wont ask them to do something I’m not willing to do myself” and I guess thats what it comes down to for me.

I don’t think that means that I need to do everything but am I willing to do whatever I expect of someone else? What about you?

When I am particularly dejected, my mother tells me to read biographies and autobiographies to learn how people have overcome great obstacles. Here is an opportunity to acknowledge business innovators — add some!

http://www.inc.com/30years/php/vote.php

Who had a greater impact on American business: Henry Ford or the Google guys? The founders of pioneering software companies, airlines, or retail chains? The answers to this question will tell us not only where we’ve been, but maybe where we’re going economically. So Inc. wants you to vote for the person you think is the greatest American entrepreneur of all time. A list of the top 30 entrepreneurs will be published in December. To keep tabs on the voting over the course of the next few months, check the tag clouds on the following pages. Profiles of the nominees will be added a few at a time, and you may vote as much as you want.

Dave Hill - Fun in the Workplace

10 Benefits of Having a Workplace Culture that Embraces Fun:
1. Enhance your customer service – Imagine having clients that have such a good experiences that they are actively talking about your company, and recommending it for business.
2. Stimulate workplace passion and creativity.
3. Evoke a culture of helpfulness and balanced fun.
4. Recruit talent and retain valued employees.
5. Elevate performance and morale.
6. Enhance teamwork, motivation, and recognition.
7. Understand the competitive advantage of a fun workplace
8. It can help empower employees to be successful.
9. Benefit from employees working hard, playing hard, and having fun at both.
10. Diffuse conflict with humor

Recommended reading
The Levity Effect by Adrian Gostick & Scott Christopher

If you have any advice, thoughts, or comments on embracing fun in the workplace, please feel free respond to this blog or send me an e-mail at dave@davehillspeaks.com

Dave’s Public Speaking Website (Bio, Keynotes, Workshops, etc.) www.davehillspeaks.com

Copyright © 2009 Dave Hill Speaks LLC all rights reserved

This is it guys…. unless more cams continue to roll in. Enjoy it til the official DVD is release.

Bonus:

——

credit: CL Baddest Female fanblog

credit: double click on video for original source

Saw this in the twittersphere yesterday and it really resonates with what I believe the software development, and IT community as a whole, should strive to attain.

We may not all be there yet,  however, as more people express the ideas, through actions as well as words, in their working lives the better a place our community will become.

“A Community of Thinkers”

I am a member of a community of thinkers.

I believe that communities exist as homes for professionals to learn, teach, and reflect on their work.

I challenge each community in the software industry to:

• reflect and honor the practitioners who make its existence possible;
• provide an excellent experience for its members;
• support the excellent experience its members provide for their clients and colleagues in all aspects of their professional interactions;
• exemplify, as a body, the professional and humane behavior of its members;
• engage and collaborate within and across communities through respectful exploration of diverse and divergent insights;
• embrace newcomers to the community openly and to celebrate ongoing journeys; and,
• thrive on the sustained health of the community and its members through continual reflection and improvement.

I believe that leaders in each community have a responsibility to exhibit these behaviors, and that people who exhibit these behaviors will become leaders.

I am a member of a community of thinkers. If I should happen to be a catalyst more than others, I consider that a tribute to those who have inspired me.

”A Community of Thinkers” by Liz Keogh, Jean Tabaka and Eric Willeke is licensed under a Creative Commons Attribution-Share Alike 3.0 License. Please attribute to the distributor of your copy or derivative.

Chapter 5  Pg’’s 122-124 Lead With Love By Gerry Czarnecki

Living a performance review to an outstanding performer can really make you feel good. For most of us, praise is aed to give strong, highly critical, and negative feedback that most of us wish we could ask somebody else to do it for us.

One senior executive routinely did just that. He would give all the positive reviews himself and leave the negative reviews, and even firings, to his director of human resources. This man was incapable of facing his responsibilities as a leader. He always wanted to feel good and could not face the difficult task of confronting another human being with the honest and caring truth. Worse still, he convinced many people in the organization he was such a warm and caring person that he could not bring himself to hurt anybody. What a fraud! If he truly loved his associates, he would have recognized it was his duty to do everything he could to help them succeed, even if on occasion that meant telling them something they did not want to hear.

 Leadership Loving humans requires helping them, even if the truth is painful. People with no understanding of their weaknesses are living in a fantasy world. It is our duty as leaders to help our associates deal with their own shortcomings as well as to understand their strengths. Just as in a manufacturing environment, we can only improve the process by understanding its weaknesses. Improvement cannot happen if we do not know what needs to be improved, and without improvement there can be no excellence. You will hear this again, but remember that you are not trying to create capability; you are working to enhance it. Do not waste your time on the hopeless, but where there is hope, give it a real commitment. In their book First, Break All the Rules, Buckingham and Coffman say it simply: “People don’t change that much. Don’t waste time trying to put in what was left out. Try to draw what was left in. That is hard enough.”

It appears everybody in Copenhagen at COP15 is set for push and rush mode, hmm? Why? Maybe, just maybe… Mr. Yvo de Boer says it best “..We also need short term finance agreed..” What? It is all about the money! What a shocking revelation. Not!

It’s not like there is any dispute with real data regarding climate change statistics due directly to finances? Oh wait Climategate!

It’s not like Climategate could immediately affect anyone’s money or investments surely? This certainly couldn’t be swept under the carpet by a full fledged contingency of World Leaders browbeating their own citizens with scare tactics?

It couldn’t be that government agencies within our own USA might be perpetuating said tactics like NASA?

It’s not like this is the religious climax and season of the year throughout the world with Christmas, Chanukah and Kwanzaa and other holiday observations forthcoming to distract the world populace?

Or was this the plan all along?

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.

Dave Hill - Article on Rewarding and Recognizing Employees

I want you to imagine your boss with a $100 check in his hand. You have been working late at night all week and also on the weekend to get a project completed on time. You volunteered to help out and you have been noticed. Your boss takes a thank you card out of a drawer in his desk and takes the elevator up to the executive offices. He walks from office to office and gets thank you signatures after explaining to them what you have done. He takes the check for $100 and inserts it into the card and puts it into an envelope. But he doesn’t send the card to you…he addresses it to your spouse and kids…..with a personal note, thanking the family for the personal time…
Imagine how you feel, your spouse who may have been angry at the company because of the extra household burden, trying to get kids to and from school, sport practices etc., is now feeling more amicable towards the company. The work and family time has not been taken for granted. The spouse might even boast to friends about the achievement and talk positively about the company (think free recruitment). Picture your kids reading the thank you note while holding the $100 check and thinking to themselves, “This is so cool, our parents are important, and now we have enough money to buy all the ice cream in the world!”

If you are a supervisor or manager etc., imagine what value was received from $100, and the price of a thank you card and stamp. Visualize a happy worker who is energized, more productive, and willing to volunteer for future challenges. Taking a workplace from good to great does not always require huge resources- it involves a proactive, creative, and thoughtful touch.

11 Success Strategy for Rewarding Employees
1. Recognize achievements at every opportunity – create a positive workplace culture of reinforcement at all levels of the organization and for all employees (favoritism can erode this initiative and deplete its credibility).
2. If you are recognizing or rewarding someone, for increased effectiveness, tell them the specific behavior or action that they are being rewarded for, and how it made you feel. This applies to the workplace, the community and your family members.
3. Reward in a timely manner and communicate the achievement as widespread as possible. By communicating throughout the organization, you are reinforcing the behaviors and actions that you want others to follow.
4. The specific level of accomplishment and reward size should correlate.
5. Put thought into what types of rewards would be best appreciated by the employee.
6. Brainstorm ways to reward and recognize people in your specific organization. Keep evolving and find and use new ways to make this program effective.
7. Have a competition on how recognition can be taken from good to great (and recognize the people who came up with ideas!).
8. Remember, everyone wants to be appreciated whether they are employees or leaders.
9. The newer generations thrive on recognition and rewards – if you have a high turnover of younger employees this can help stem that flow.
10. Look over your shoulder after you have implemented a successful recognition and reward program and see the increased camaraderie, productivity, loyalty, and employee engagement.
11. Read books such as 1001 Ways to Reward Employees by Bob Nelson; this contains a wealth of ideas, and costs only $10.

If you have any advice, thoughts, or comments on recognizing and rewarding employees, please feel free respond to this blog or send me an e-mail at dave@davehillspeaks.com

Dave’s Public Speaking Website (Bio, Keynotes, Workshops, etc.) www.davehillspeaks.com

Copyright © 2009 Dave Hill Speaks LLC all rights reserved

A few Goodies to share for today.

2NE1 to make first variety show appearance!

johnnydorama in TV / Movies | 07 Dec 2009 – 06:22 AM

It’s been a long time coming and I know everyone has been waiting for this moment. The 4 girls of 2NE1 will be making their FIRST variety show appearance since their debut, on the December 27th episode of MBC’s Sunday Sunday Night “Danbi” corner!

As you may have noticed, YG Entertainment artists have not appeared on any MBC shows since March, making many believe that the two companies were in conflict.

YG Entertainment stated:

“Some may think otherwise, but there are no conflicts with MBC. Moving forward, if any of our artists’ concepts fit well with an MBC TV program, they will indefinitely attend.”We know the girls of 2NE1 have good charisma on stage, but let’s see how they fair on variety programs. Who’s excited for this?

Original Article: Allkpop

Beside from this… expect 2NE1 to reunite as a group for MelOn award. Original Article

2NE1 confirmed for 2009 Melon Music Awards

CL fancam of the Leaders GD Concert 2nd Night

credit: theygsecret21

Dowload mp3 here

The pic I’m not sure which night it was. But the audio is from the 2nd night. All Thanks for DCinside 2NE1 and as tagged. Youtube damjes07.

Agency: Arc Communications
Concept, design, creative direction: Toby Cotton
Photo research: Karen Guy
Airport photos of the ads: ©Christian Aslund/Greenpeace

Image credits (original photography before the ‘aging’ effects)
Sarkozy image: oaø (flickr)
Obama: ©SEIU International (flickr)
Tusk: ©bartheq (flickr)
All the other original photos: from Hollandse Hoogte photo library

Hello there!

It seems to me a shame that Labour are so desperate to win the next election that they are going to be personal about it, but then my experience of the Labour party locally means that this should come as no surprise to me.

I received a good, comprehensive, state education in the 1980s and 1990s, and it never bothered me once that some people went to selective state schools or even that some people had private education that their parents paid for. So this snide attack of the Prime Minister’s got me thinking: how many of our party leaders in the past decades went to private school?

For Labour: Gordon Brown: Comprehensive. Tony Blair: Private. John Smith: Grammar. Neil Kinnock: Grammar. Michael Foot: Private. James Callaghan: Grammar. Harold Wilson: Grammar.

For the Conservatives: David Cameron: Private. Michael Howard: Grammar. IDS: Naval Training School. William Hague: Comprehensive. John Major: Grammar. Margaret Thatcher: Grammar. Ted Heath: Grammar.

The final “score” is:        Comprehensive: 1 all

State selective: Labour 4:5 Conservative

Private, free-paying school: Labour 2:1 Conservative.

So come on Gordon, grow up! As a fellow comprehensive school student, I think you need to get that chip off your shoulder and realise that the privately educated are TWICE as likely to become leader of the Labour Party than they are of the Conservatives.

TTFN
Gareth.