–The war for talent rages on…
Don’t get caught with your pants down.
That idiom has its origins in the Roman Emperor Caracalla, later known as Marcus Aurelius. He was known as one of the bad-ass Emperors somewhere before 200AD. Legend has it he was killed while relieving himself, hence “with his pants down.” Though it may actually have been a robe. Or chainmail. Whatever he was wearing, he had it down and he was killed. Going forward, warriors took care of their business with sword in hand, so not to be “caught with their pants down.”
Several years ago, my sister gave me a book about how to deal with the controlling perfectionists in our lives. She said I might benefit from an impartial description of — get this — me.
Okay, so I only had two standards: perfect and unacceptable. That didn’t make me a bad person did it?
It’s not like I imposed my unreasonably high standards on my family or people at work. After all, I’ve always said, “Don’t let perfection get in the way of good enough.” And I talked plenty about building a culture where failures are learning experiences and not short-cuts to the unemployment line, of embracing our own failures as stepping stones on the road to self-improvement, yadda yadda yadda.
Other people’s failures, of course.
So what’s the problem with having unreasonably high standards?
— What’s that pain in my neck??
Note: This is updated from a 2008 article I wrote, same general subject. Seems the issue is still hanging around…
You know who I’m talking about, too. Those people who just never seem happy; who always see the negative even when the message is positive; who suspect ulterior motives regardless of act. They are the literal “pain in your neck” (or some other anatomical part…). (more…)
Our folks make mistakes.
I know, that’s heresy, but it’s still true. We make mistakes all the time, we can only assume that the people working for us do as well.
So, when they do make that mistake, what do we do? Whack ’em immediately? Beat ’em up about it? Public humiliation?
How about, Complete unequivocal support.
Wait… WHAT?? (more…)
Christmas is almost here! With that comes the end-of-year reflections on our development goals we set for this year and reconsider those planned for the coming year. I’d like to make your search for new development targets easy this year and do what a good coach normally wouldn’t: tell you what to do.
Far too many organizations spend too much of their time and money trying to figure out why their employees are leaving. Maybe the question they should be asking themselves is “why would they want to stay?”
Turnover costs are a fact of life, and some are harder to quantify than others – like losing a great employee that was really starting to make a difference in the business. I think the best way to start reducing turnover is to look at some of the causes. (more…)