Vacation Anxiety

Vacation anxietyWhat a dreaded task – the use-it-or-lose-it vacation days. If it makes you nervous, you are in good company.

It’s not so much that vacation blows, but that the timing is invariably off. You have too many critical tasks as you’re crunching to year-end, but you also know that all that vacation will go up in smoke in less than 45 days.

“I hate the thought of what would happen if I was gone for 3 days right now” is something I’ve heard a time or two. Forget about taking a week.

STOP.

This is exactly the kind of thing that flags inappropriate balance. A list of indicators that you are truly out of whack:

  • You never take as much vacation as you earn (and never will)
  • You are more familiar with the details of co-workers families than you are with your own
  • You don’t know where your golf clubs are, or their brand for that matter
  • An early night means home by 7pm
  • “Sleeping in” means ignoring your 6am alarm… for 10 luxurious minutes
  • Your kids call you by your first name (even those under 5)

STOP.

If your job is so damn important, don’t you owe it to your co-workers and customers to take a break and re-charge? You may not realize just how crazy you seem when you are running on the edge. You could be alienating the very people you are trying to serve.

For all your best efforts, you are likely setting unrealistic expectations for co-workers and clients alike (not to mention yor personal issues you are likely racking up). Time to wind down, relax, reflect. Even if the shop implodes while you’re gone, better to be away from the debris.

See this series of Disconnection Therapy films from Virgin Holidays for tips on getting unplugged and recentered.

Posted in Reflection, Resolutions, Vacation | 5 Comments

Pablo Picasso anecdote or apocrypha or whatever; it's still a valuable lesson

Sticker shockToby’s recent post on personal brand highlights some critical questions we should all be asking ourselves. Why? Because we’re obligated to take care of ourselves.

It’s not adult day care, folks.

And what’s the end result of building all of this value? Crafting all of this personal brand?

Well, it reminds of an anecdote that I use more often than I should. It’s the one about Pablo Picasso. Do you know that one?

You probably do.

I usually reference this little ditty when I get the “How much should I charge for my services?” query. It’s a great way of illustrating the point. Without overtalking it like… well, like I’m doing right now.

So, I mentioned it to Toby like this, “That’s like the Picasso thing.”

His response? “You’re going to have to give me a little more detail than that.”

Fair enough. Here it is:

A woman is strolling through a local park, when she happens upon Pablo Picasso sitting on a bench. Struck by her good fortune, she summons the courage to speak to him.

“Excuse me. You’re Pablo Picasso right?”

The man smiles.

“Would it be possible to have you sketch my portrait? I’ll pay.”

Picasso accepts the offer.

He considers the woman carefully for a few moments and then takes out a pen and paper. He quickly sketches a single line on the page.

He takes one last look at the page and hands it to the woman.

“That’s incredible!” She says. “You’ve managed to capture my essence in a single stroke of the pen.”
“That will be $5,000,” Picasso replies.

“$5,000? But it only took you seconds to draw it!”

“Actually, my dear, it took me my whole life.”

Posted in Branding, Talent, Value | 8 Comments

Personal Brand? Where's the Value?

Filling up your valueAre you managing your Personal Brand? Is it worth more today than it was a year ago?

Your brand value (alternatively – credibility, or reputation) is the incremental compensation you should be receiving over and above candidates in the same professional arena. Sometimes the “value” is cash. Often it’s opportunity.

Your brand should be distinctive in the minds of your customers or employer. Something that can’t be readily duplicated and stuck on a shelf in the local mall. Rick has been writing about PRStore over at hypocritical. Rick asks some tough questions about this new franchise, questions that would be applicable to any new market entrant or alternative low-cost service provider. Reading comments from franchise holders and others spawned this question from me:

But if you are expanding and selling against your base of expertise, why is it necessary to “buy” credibility through a franchise? Is this simply a sign of inadequate personal branding?

Don’t get me wrong, we all “buy” credibility. Enhance our personal brand through development.

  • We tough it out through undergrad. We develop a base of understanding, and learn how to learn.
  • We do it again in grad studies, or in obtaining advanced credentials. We develop a base of expertise.
  • We work for employers with high standards, making (hopefully) unreasonable demands on our skills that force us to grow.
  • We take tough assignments, and sometime fail, but hopefully more often succeed.
  • We engage in tough conversations, inside and outside our organizations. We learn to listen, and equally, to articulate and influence.

That’s quite an investment in our personal brand, from my perspective. Unlike stocks, we each carry with us our implied guarantee that

“past results ARE IN FACT a strong indication of future performance”.

I’ve done it before. I will do it again. I can make [insert deliverable or task] happen for you.

When you love what you do, and feel a sense of purpose and commitment to your work, it resonates. Your peers feel it. Your clients see it in your work. Your passion increases the volume of your message. When your brand echoes with your passions, the value is a consequence.

But what has all this effort added up to for you? Value can turn in several directions, including compensation and opportunity noted above. It can also mean

  • Security in your present role, or in the knowledge that you can re-apply your expertise in a new setting if things get dicey.
  • Influence with your peers, both inside and outside your respective organization.
  • Flexibility to manage your work/life commitments in a way that is best suited to your unique situation.

When you’re feeling a little burned out, take a breather and evaluate your brand value.

  • Have you been hitting the bullets above, working hard to be distinctive in your space?
  • Are opportunities coming your way? Do you bring new ideas to those you work with?
  • If you were to visit salary.com, are you recieving a premium to the market for your title and responsibilities?
  • If you were to walk out the door today, can you take your skillset and build a business around it?

Before you plunk down your payment on a new franchise and hit the eject button, consider the investments you’ve already made in your personal brand. A bit more work in your chair today could yield much greater rewards in the not so distant future.

Posted in Branding, Entrepreneur, Purpose, Value | 11 Comments

How are we doing?

Any time is a good time for feedback. So, Amy, Toby, and Rick were wondering how you felt about our performance.

Any input is great, but you can also feel free to drop that feedback into these buckets:

  • The Good
    What are we doing well?
  • The Bad
    What could we be doing better?
  • The Ugly
    Where are we really screwing up?

Positives, negatives, kudos, gripes. All of these are good.

Let us have it. And thanks in advance for taking the time.

Posted in Feedback, Review | Leave a comment

iFired

Viral communicationFiring an employee is a sensitive thing. You don’t actually hear about a lot of people getting fired these days — layoffs, “RIFs” and other corporate double-speak for letting people go is more typical. Actually firing a person is (in my experience anyway) pretty rare and usually only done in serious circumstances.

Well, except at Apple.

An ex-Apple customer support employee made a very funny, damning video about his being fired for a seemingly ridiculous reason that has now been viewed over 800,000 times on YouTube. It’s created dozens of “response” videos from viewers supporting him, some calling for a boycott of Apple. The ex-employee even created a response video to the responses, explaining more about the situation.

In a new age of user-driven content, YouTube, blogs, etc., information like this can’t be hidden. Apple (with its mega-brand and “user friendly” rep) made a serious error in judgment, and the result went viral. Fast.

The ex-employee says himself he never would have made the video if they’d handled the situation differently. He loved working at Apple, and loves their products even more. Lest you think this was just sour grapes, two weeks prior to being fired, he’d received a great performance review and was up for a promotion.

Smart (humane) companies fire an employee only after the individual, manager and HR have discussed the performance issues at length. The employee should understand what’s not working and be given a genuine chance to fix it. It should never be a surprise, and the person should be aware as to why it occurred. In this situation, the poor guy got fired via a phone call in his off-hours, was treated poorly when he asked for a reason why, and made a devastatingly funny art piece as a result. Now who got the last laugh?

Posted in Career, Communication, Employment, HR, Human Resources, Performance, Review, Wrong | 2 Comments

5 tips to guarantee fulfillment on your next project (even if it's a complete failure)

Fulfillment is where you find itAs I’ve mentioned in some of my recent posts, I tend to get hung up on the big picture. And because of that, I tend to overlook smaller successes. Or I downplay them.

A change of perspective is in order.

So, here are 5 tips on how to focus on the successes as you manage your next project. All guaranteed to bring you fulfillment.

  1. Solicit feedback on your last project.
    No doubt, you screwed up some things on your last project. Maybe you didn’t communicate enough. Maybe you were overly confident on the timeline. Maybe your meetings ran long. Chances are, there was something. And likely someone will tell you. So go back to the folks on your last project. Get some feedback. Then, from the feedback, pick one or two things that you’re going to do better this time. Nail those? Satisfaction guaranteed. Bonus points? Go back to the people on your last project after you complete this project. Show them how you’ve improved based on their feedback.
  2. Create a project estimate.
    Most folks working on the corporate side never have to build an estimate. I’m a firm believer that building these help you define scope and assess progress. So build one. Take a realistic cut at the hours. Then double them. Trust me. Also figure the employee salaries into rough “hourly” figures for each participant. Then multiply them by 150%. This is close to what the company would be paying an outside consultant. Can you do better? I bet you can. And I’ll bet you’ll feel extremely satisfied telling this to your superiors when the project completes.
  3. Deliver the portfolio-worthy element.
    As I’ve said before, you need to make every project a portfolio piece, even if it’s for a seemingly small detail. By focusing on your portfolio needs with laser precision from the outset, you’re sure to meet your goal, feel a warm glow inside, and have a nice portfolio piece, to boot.
  4. Establish benchmarks.
    The organization is going to be better for your having completed this project, right? Prove it. Take a reading on the status quo. Record the benchmarks that currently exist. That way, when the project completes, you’ll have tangible data for showing the organization how much better it is for having put you in charge of the project.
  5. Invite the oddball.
    I can’t recommend this one enough. Every project has room for the outlier. The person who doesn’t really belong. The person who could be so detached from the day-to-day processes that they actually have the vision to solve your problem. Invite the person you would never invite to your project. You know the one. Engineers? Invite marketing. Marketing? Invite finance. Finance? Invite HR. Get a different viewpoint in there. That person is going to learn something. And he or she is going to make you think. So you’ll learn something. Nothing much more fulfilling than that. And when your boss asks why he or she is on the project team just give them a “You’re kidding right?” and walk the other way.

Again, it’s not always about hitting it out of the park. Sometimes, the bunt or the sacrifice fly can make all of the difference. This is a marathon. Not a sprint.

Posted in Fulfillment, Perspective, Project, Tips | Leave a comment

Elvis without the Colonel, Success without a Manager?

ElvisI’m not the biggest Elvis fan (though my wee one had a sweet suit one October), but one thing was very clear – Elvis wasn’t Elvis without the Colonel. And though I always picture Colonel Sanders, it makes me wonder:

Would I be Elvis if I only found my Colonel? Would I want to be?

I don’t mean to mislead you: I can’t carry a tune or really shake it like the King, but I think we are all capable of some amazing things when preparation meets opportunity. Maybe if I was solely focused on my craft, I would really see some crazy progress. Ed Griffith-like progress.

Don’t think. Don’t question. Don’t challenge. Execute.

Yes Colonel? I can’t say that would work. You see, I like the pondering, the planning (not always as dilligently as I should, but I do enjoy it). The discoveries and (sick, I know) the frustrations that come from blazing my own trail. I like that my relationships are mine to manage. That while I can share my successes, I will own my failures – and should be learning from them.

This is my one great life. It’s mine to invest or spend, enjoy or squander. I would hate to find myself an older, fatter man wondering what it would have been like to pursue my own passions, to follow my heart. My career hasn’t been a linear path, but I continue to find that my experiences play well into the next series of challenges. I can’t say that I could have orchestrated this had I tried (or that the inflection points were of my choosing), but I do know that navigating the changes and plotting my next course has been mine to do.

Posted in Career, Change, Control, Growth | Leave a comment

Portland's most evil boss…?

Evil bossThe folks over at Gawker are currently running a contest to find New York’s most evil boss. Which leads us More than a living types (apparently all atwitter about The No Asshole Rule and who have heard some doozies as far as “bad boss” stories go) to wonder…

How do the evil bosses in good ol’ Portland, Oregon, stack up against the competition?

Could be we’re wallowing in a pit of evil bosses that rivals even the most heinous.

Part of solving a problem is understanding the problem. And, with that in mind, there’s only one way to find out.

Do tell.

Posted in Assholes, Boss, Corporate Culture, Criticism, Evil, Experience, Feedback | 1 Comment

Know thy enemy: 100 Ways to Kill a Concept

Know thy enemyOur pursuits here at More than a living are often twofold. Two sides of the same coin.

On one hand, we’re in the business of helping you focus. Helping you find perspective. And helping you get the most out of you. Helping you find meaning.

On the other, we’re trying to help you identify the primary barriers keeping you from finding that perspective. Who’s going to hold you back? Who’s going to impede you? Who’s going to try to take the wind out of your sails?

Today’s advice? Know thy enemy. From 100 Ways to Kill a Concept: Why Most Ideas Get Shot Down:

What people really mean to say , but would never openly admit is… they are innately AFRAID. Afraid of anything that is new, improved, unique, diferent and/or better (anything that acts like a catalyst for change) and/or things they are not familiar with and/or anything that annoys, threatens, or harms their ego , status, power, or livelihood.

Because of their fear, it is so much easier for most people to say ‘NO’, rather than ‘yes’ to your concept. It is understandable that they want to fix it, or change it, or add to it, or subtract from it, or water it down, or make it less simple-direct-and-to-the-point, or put their own imprint on it, or try to make it more conventional, or more familiar, or more safe, or just keep the status quo. People are afraid of evolution, replacements, substitutes, anything that interferes with their past loyalties or modus operandi, or encroaches on their self, special or vested interest, or forces them to give up the bird in their hand for the (different) bird in the bush.

(Hat tip to Make the logo bigger)

Posted in Change, Corporate Culture, Creativity, Criticism, Enemies, Fear, Growth, Ignorance, Manifesto, More than a living, Perspective, Risk | 2 Comments

Above average? So is everyone else, apparently

I'm better than all of you average typesFrom the Cleveland Plain DealerA’s and B’s for everyone“:

  • 83% of Americans believe they are above-average workers
  • 74% of American adults believe they have above-average common sense
  • 58% of Americans believe they have above-average IQs
  • 94% of university professors say they are better at their job than their average colleague

Remember, it’s all about the perspective.

If most of your employees, co-workers, peers, and bosses think they’re above average, and you think you’re above average, then you’re going to need to find some common ground on which to meet. Especially if that perspective means they think you are one of the people who is less intelligent and lazier than they.

Or you thinking they’re the lazy buffoons.

Without that perspective, you’re going to have a turf war. Or a lesson in passive aggressive tendencies.

Oh, does that sound familiar?

And, just to assuage any of your fears, my friend, you are–in fact–above average.

Posted in Corporate Culture, Culture, Metrics, Perspective | Leave a comment