IN LIFE, FEW THINGS DRIVE BEHAVIOR as strongly as does passion. Whether passion for creativity, for aiding the needy, a passion for music and so forth, these will vary among us, but we all should share a few passions. It would be nice if we shared the same passion for life, well-being, and education, too. However, we have so many distractions in contemporary times that a passion for learning and progress often gets stifled by frivolity and work.
One of the things I am passionate about is education, more specifically, lifelong learning. Educating oneself involves so much sacrifice, diligence, and focus though can also be enjoyable, especially when education from one’s culture or heritage is playfully passed down through the generations.
Another reason to be passionate about education is that one’s academic accomplishments represent hard work and positive steps toward one’s career, a promotion or raise in a wage, and perhaps a huge leap toward more meaningful employment altogether.
Finally, we cannot obtain anything in life without money from work. Everything costs money, from the air we breathe (we are taxed due to pollutants), the food we eat, the water we drink, to our comfortable shelters and clothes. Without a good-paying job, one likely could not attain much stability nor be able to appreciate the fruits of one’s labors through vacation, leisure, or by participating in holiday celebrations. Money demands work, work demands education, education demands you. So, before stepping into an educational institution – to work for that raise in pay or to start a new career – there are a few things that I discuss with my students before they jump in to this grand responsibility; I’m going to share those ideas with you, here. I call them the four directions on education.
1) What is it that you want to do for work for a very, very long time? In other words, you’re going to be going to school for at least 1-year and then after that, hopefully work in this position or this “career tree” for the rest of your life. It’s an important consideration.
2) Are you legally able to work in this field? Talk to someone who works in the field, research it, and determine what the minimum requirements are that would need to be met. There would be no sense in studying to work as detective if the legal environment prohibited it, right?
3) Conduct a cost-benefit analysis (list Pros and Cons) against your current life once you’ve decided upon your career path What sacrifices could be made, and can you absorb the additional loss of 10-to-25 hours per week doing homework – and probably commuting, if you’re not taking classes online.
4) Do you plan to attend a regionally accredited university or college, or nationally accredited university – in the alternative, as these groups typically permit credit transfers for work completed. You never want to attend a school for any extended amount of time or spend any money on a dead end degree or diploma from some career school to only find out later it was a waste of time and energy attaining it.(1) The U.S. Dept. of Education has a good reference list of accepted accredited academic bodies.(2)
Once you’ve covered all of these bases contact an academic advisor and open your life up to her, as she can help you into the next chapter of your life (as well as direct you to the financial aid office for options). In a few years time you will enjoy the fruits of your labors and bask in the glory of your new-found stability.
Get passionate about education, education carries your future.
3. images, public domain customizations
SUCCESS IN MANAGEMENT STEMS LARGELY FROM skill sets as opposed to externalities such as height, good-looks, or racial group as it may have pre-21st Century. Neither does success depend on charisma alone. The primary determinant of managerial success results from how well the manager knows then executes her Four Major Functions as manager.
These four major functions of management are Planning, Organizing, Controlling, and Directing. While these functions share similarities, they are distinct and developed to produce different outcomes. However, this is accomplished with the success of the enterprise as the end-goal.
Let’s examine individual functions, starting with Planning.
Planning includes major activities that encompass decisions involving company goals and direction, and figuring out ways to implement these directives within constraints of finite resources. Besides ones education, the industry in which one learned to manage provides some initial direction. For instance, ideas used in the hospitality industry may not translate to success-filled plans in agribusiness if one changed jobs.
Primary plans need to be available for everyone to see. These plans are policies, procedures, and most mission statements. One must communicate these plans to the work force.
The ever-important planning function must expound a direction and its goal(s); planning must also elaborate the means to accomplish the jobs; the resources to be used, and training to accomplish these tasks. Additionally, there must also exist a means through which to evaluate alternative courses of action, and determine if ones goals and procedures have aligned, or tragically, why they have not. If ones goals are not being met, troubleshoot the plans, ask for feedback, and never be fearful of going back to the drawing board. After all, short cuts such as installing faulty products (instead of finding another distributor to provide a better part) have led to deaths and billions of dollars in liability, resulting in mass recall of products because the end goal of profit was thought to be more important short-term than long-term, ethical and strategic plans and procedures upon which any company is founded.
Organizing, as alluded to in the first function, is likely the most similar and parcel to the planning function. It’s in the organization of the business that ones goals will be implemented and tasks carried out. This entails deciding which employees do specific jobs and “establishing a framework of authority and accountability among the people… ” assigned to complete the jobs (Greer & Plunkett, 2007:100).
Whether a business is bureaucratic (infexible and reactive) or organic (flexible and creative), this design will have an effect on the entirety of philosophy, hierarchy, and effort of the employee. This must be kept in mind as part of some radical strategy may even perhaps involve revamping the design of the organization itself so as to better compete in a dynamic market (e.g. outsourcing, virtual conferences, etc.)
Directing is thought of in much the same way as one thinks if a music conductor. The music conductor coordinates the structure of a symphony by employing variously specialized musicians to work together, each contributing to a highly intricate goal at the behest of the conductor. Successful directors and managers do the recruiting and staffing based on needs, tasks and corporate goals, and coordinate training staff to function in their particular symphony of commerce. Once staffed and trained, these roles also require support through incentives, discipline, evaluation, and motivation.
This important function, a human resources function, demands a group of skills that the manager must enrich through practice. One must learn to draw upon these skills at-will to influence others and to exercise leadership.
Finally, there is the Control function. This function invokes history; that is, comparing industry standards for performance to ones own. Standards must be accepted practices, produce quantifiable or measurable results, must be economically sensible, and focus on key points of the service or production to have maximal effect.
To illustrate this control concept, there is a popular story about a manager who held a meeting before shift began at an assembly plant. She talks about efficiency and savings then concludes the meeting with, “Does anyone have input or suggestions?” The workers are standing around trying to come up with something when a new employee yells (in a strong southern accent) from the back of the crowd, “We always have to leave the production floor to fetch gloves and that takes like 30-min. We have to walk to storage, fill out some long form. On top all that, we have locate two-managers to sign-off on it just to get a pair of gloves to do our jobs. That seems to be completely senseless, if you ask me.”
The manager smiles, then she replies, “From now on gloves will be moved to the production floor, require no forms, and no signatures.”
Needless to say its easy to see production increased throughout the entire organization based on initiative to ask a question and take really simple action.
While not every problem can be solved as easily as shown in the glove anecdote, it does illustrate successful use of all four functions of management. With practice and experience employing functions of management, one ties the success of business to oneself. Skilled, confident employment of these functions starts with these “secrets”:
1) knowing the business
2) knowing the staff
3) knowing corporate goals
4) possess the willingness to elevate the firm through critical thinking and decisive action.
Those are the secrets.
• Charles Greer, and R. Plunkett.
SUPERVISORY MANAGEMENT, 11th ed. NJ.
• images, courtesy of shutterstock.com
Cultivation of ones managerial skills involves intense experience and education; however, practicing a trio of principles throughout ones education and career, may insure persistent quality of work and appreciation for ones position by oneself and others. (A very profitable move, I must add.)
• What is meant by managerial tic?
TIC is an acronym: Technological, Interpersonal, and Conceptual, which refers to the three kinds of leadership skills that managers need to cultivate. TIC Skills influence everyones job in throughout the firm, produce trends in business through leadership, and TIC Managers can anticipate changes within an organization/business environment. TIC Skills also affect productivity.
• Technological Skills:
Technological skills is the know-how required to complete the functions within a job. For instance, a secretary possesses a variety of skills different from those of a landscaper. A secretary must typically master a number of software programs such as ©MICROSOFT OFFICE, ©CORELL, OR ©ADOBE, in order to operate at optimal production, whereas a landscaper utilizes hand-tools, machinery, and later, perhaps many of the “secretarial” software programs that have become commonplace in day-to-day life, such as Office®.
Effective managers master the many tools required to perform their jobs. This also improves explanation when training/developing employees; one becomes a greater teacher.
Many skills can be developed at tech schools or colleges for use on the job. Once you have these… teach them, even explaining them to yourself out loud will make you more aware of your work. Your work will become better.
• Interpersonal Skills:
Just as with tech-skills, serious approaches to crafting interpersonal skill will work in your favor, not just on the job, but throughout life. Interpersonal skills aid our communication with others, and involve techniques on how to communicate most effectively.
Much of our at-work communication is formal, so politeness and chain-of-command will determine the extent of such activities. However, body language, written, and spoken communication skills are not the only means by which we communicate with peers and employers; recognition of unspoken communication and diversity of people are also important concepts.
There are cultural norms and customs that one also needs to be aware of in order to become an effective communicator. In Japan, a bow instead of hand shaking is typical and polite. In America, we make direct eye-contact, where there, it is disrespectful to do so. Thus, cultural knowledge must be taken into consideration when attempting to communicate with, or train employees.
Finally, ones mastery of technical training will be put to great use once that knowledge needs to be passed on to employees. After developing both of these skills, you gain confidence through training others to reach optimal performance!
• Conceptual Skills:
Michael Jeffrey Jordan–the greatest basketball player to ever play in the National Basketball Association, not only had the god-given talent to play, and the technical/fundamental acumen of the game of basketball, MJ also possessed the interpersonal skills of leadership. His TIC helped him to win 6-Championships throughout a 16-year career!
Mike’s successes were no an accident; Air Jordan, had to first conceptualize the entirety of the game in order to become the greatest. His tasks encompassed learning rules, boundaries, any grey areas, and his opponent’s abilities, too: otherwise there’s no gamesmanship, nor any reason to grow. Thus, develop interpersonal skills. Knowing hoew your industry communicates is how one begins to champion ones job.
In management, there are employees to be trained, led, and superiors to communicate with, each with an amalgam of differences. The point is, one has to have the rules of the game–the bigger picture–in mind when managing anything; knowledge of each job, the time it takes for each step in production, the purpose of each tool, the uses of the floor plan, etc. These are compartments of your jobs concept. Get to know these processes. Do you think Jordan knew who had the ball at any given time, whom to pass it to in a pinch? How many time-outs were available, or fouls to give? Of course, he did.
Don’t lose the forest for the trees, yes, but the big picture will assist in maintaining focus and direct you to the answers of tough questions that leaders are often faced with.
The RippleFX Foundation encourages each of you to develop your own personal TIC. In this path, any charismatic ability to leading others is honed by your TIC. We all have it. Master the tech, master the interpersonal, and the conceptual, and soon enough, you will discover you’re right where you want to be: at the top.
• Greer, Charles R., and Richard W. Plunkett. Supervisory Management, 11th Ed. Prentice Hall. N.Y. (2007)
• photos of Jordan, courtesy of blackpast.org
INEVITABILITY OF CHANGE
Communication between two individuals can be a very straightforward exercise. The depth and meaning of what is conveyed, the medium used, the lighting or noise of the environmental setting, can, at times, create unintended complexity for any general conversation. Communicating with two people, then three, and fifty each requires additional considerations that makes preparation to communicate, itself, a distinct realm of specialized knowledge.
The issues of growth and complexity in communication present great challenges to as scarcity of resources and quest for solutions grows more imminent. Plans that worked yesterday, likely wont work forever~and the numbers don’t lie! That realization calls for strategic planning.
INDIVIDUAL, ORGANIZATIONAL, and SYSTEMIC PROBLEMS
I broke my toe walking to work today.
We broke our toes on the mandatory corporate trolly~ride to work today.
Every baby is now tragically born without toes.
Each of the foregoing situations calls for varied attention, including different levels of action, and resource allocation. In the first example, the toe is immediately an individual problem, but if it were say, Kobe Bryant’s toe, it very well would become an organizational issue (as collective objectives are delimited).
Individual issues are generally easiest to solve; organizational ones, and systemic problems are more complex, often requiring extensive – and expensive redesign. This is why Identification, Foresight and Strategy are important at the outset of any plan. First of all, determining which of the three levels issues belong to is a good exercise in critical thinking. Identification causes one to refine ones place in the world, and percieve the types of knowledge one will require in order to contribute to solutions. With your newfound ideas in place you may ease suffering, and create great benefits for others.
Can you identify one systemic problem?
What happens once you have that knowledge?
Knowledge is Powerful.