Dear fellow travelers:
I had an interesting discussion with a one of my co-workers (we will refer to him as Mr. D). Mr. D has more than 30 years of experience in his discipline area. He can recite for you chapter and verse of any historical issue related to our business. This business area is in transition; meaning that the market place requirements demand a complete revamp of the enterprise. We retained Mr. D after retirement to provide us with insight into the discipline as well as to serve as a catalyst for change. We have failed in both accounts...history is important but not enough. The biggest hurdle of all is the realization that in order to affect change is more important to DO than to know.
Let me explain. Change is a difficult activity to undertake; inertia, like in physics, is a preferred state. No changes, no examination, no accountability. However, the paradox is that there is no security in inertia. Resources will erode, market value will be gone...it is just a manner of time before we will close shop. So, like in a cancer case, if really does not matter that your doctor knows more than anyone else about your cancer if he does not take the necessary steps to address the required treatment. The same is true in business...knowing and not doing is a death sentence for an activity. Or even in the Bible you get the "faith by itself, if it is not accompanied by action, is dead". So, I hope you will agree that the best way to effect change is to pull the trigger.
Another misconception is that it takes a formal title or an organizational position to affect change. Not true at all. Change happens the moment you start walking the talk. People follow true leaders at all levels in the organization...you do not have to be a CEO to move out and get things done. It takes initiative and drive and a desire to make a difference. A title is a nice thing to have but it does not buy you initiative; that comes with the package God gave you. Change is not easy...and it takes men and women with a higher calling, to investigate what needs to be done and with the courage to to follow-up and get things going. Anything less than that commitment will not get the job done.
So, next time you hear somebody complain about the fact that a junior individual is blazing thru the organizational ranks, please think of the many Mr. D's we carry in our organizations; ready to serve as historians and not as trailblazers. The clock is ticking for us...change is not an option. In our business (as well as in yours) either you lead or you get out of the way. So for the many Mr D's out there...get moving, my friend or we will move you!
Comments are always welcomed.
A. Rivera (HispaniCoach)
Wednesday, November 15, 2006
Monday, November 13, 2006
To fire or not to fire...that is the question!
Dear fellow travelers:
A very traumatic day...a friend and coworker got wind of the fact that she is in the "to be fired" list. We can argue in principle the propriety of these actions...however, we should not miss the human construct. Today came to mind the wise words of Dr. Martin Luther King, Jr:
"I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character". But how often do we live by those principles? Is treating everybody equally indeed a subtle form of discrimination? Is a manager / leader compelled to follow-up with an action just because he does not want to lose face? I have been wrestling with these thoughts all day long. As my lady friend fights to keep her job, I am not sure if this is a fair fight. As you know, once you make a mistake (and clearly this lady has made a few) the benefit of the doubt goes out the window. But as leaders we need to ask ourselves the most fundamental question of all: are we making an example of somebody while we look the other way when others (more mainstream individuals) are guilty of the same offense? I guess the idea that 3 strikes and you are out transcends the criminal justice system into mainstream America. Now, that reminds me of the beauty of the American Justice system, where, by the body of the Law of the Land, we, as a society will let a guilty go BEFORE we punish an innocent. So, for my lady friend, my advise to her is to transfer to a different position. Or like Capt Picard will say "Resistance is futile".
Comments are always welcome.
A. Rivera (HispaniCoach)
A very traumatic day...a friend and coworker got wind of the fact that she is in the "to be fired" list. We can argue in principle the propriety of these actions...however, we should not miss the human construct. Today came to mind the wise words of Dr. Martin Luther King, Jr:
"I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character". But how often do we live by those principles? Is treating everybody equally indeed a subtle form of discrimination? Is a manager / leader compelled to follow-up with an action just because he does not want to lose face? I have been wrestling with these thoughts all day long. As my lady friend fights to keep her job, I am not sure if this is a fair fight. As you know, once you make a mistake (and clearly this lady has made a few) the benefit of the doubt goes out the window. But as leaders we need to ask ourselves the most fundamental question of all: are we making an example of somebody while we look the other way when others (more mainstream individuals) are guilty of the same offense? I guess the idea that 3 strikes and you are out transcends the criminal justice system into mainstream America. Now, that reminds me of the beauty of the American Justice system, where, by the body of the Law of the Land, we, as a society will let a guilty go BEFORE we punish an innocent. So, for my lady friend, my advise to her is to transfer to a different position. Or like Capt Picard will say "Resistance is futile".
Comments are always welcome.
A. Rivera (HispaniCoach)
Saturday, February 18, 2006
The 360 degree leader - First Report
Dear Leadership Student:
John Maxwell's The 360 degree leader is a delight to read. While the principles may not be new for some of us that had followed his leadership theories during the last 20 years, this version provides the leadership lessons from a middle manager's eyes. I am just reaching page 100...this is one book too engaging to put down.
Some memorable moments include:
- page 11: A position doesn't make a leader, but a leader can make a position
- page 21: You do not need to be the top dog to make a difference
- page 25: Learn to lead despite the restrictions others have placed on you
- page 49: If you are being asked to wear many hats by the people in your organization, then you must be sure not to neglect any one of them
- page 55: Some of us will do our jobs well, and some will not. But we will all be judged by only one thing-the result. Vince Lombardi
- page 63: Churchill is quoted as saying of Clement Attlee: "He is a modest man with much to be modest about"
- page 73: Think influence, not position
- Page 76: While poor leaders demand respect, competent leaders command respect
- Page 79: Integrity- builds relationhips on trust
Nurturing- cares about people as individuals
Faith- believes in people
Listening- values what others have to say
Understanding- sees from their point of view
Enlarging- helps others become larger
Navigating- assists others through difficulties
Connecting- initiates positive relationships
Empowering- gives them the power to lead
- Page 88: Until you value yourself, you wont value your time (M Scott Peck)
- Page 91: Commentary related to the Thinking Chair--I don't sit in that thinking chair without and Agenda just hoping that a good idea hits me.
That's all for know. Let all your dreams come true!
Hispanic Coach
John Maxwell's The 360 degree leader is a delight to read. While the principles may not be new for some of us that had followed his leadership theories during the last 20 years, this version provides the leadership lessons from a middle manager's eyes. I am just reaching page 100...this is one book too engaging to put down.
Some memorable moments include:
- page 11: A position doesn't make a leader, but a leader can make a position
- page 21: You do not need to be the top dog to make a difference
- page 25: Learn to lead despite the restrictions others have placed on you
- page 49: If you are being asked to wear many hats by the people in your organization, then you must be sure not to neglect any one of them
- page 55: Some of us will do our jobs well, and some will not. But we will all be judged by only one thing-the result. Vince Lombardi
- page 63: Churchill is quoted as saying of Clement Attlee: "He is a modest man with much to be modest about"
- page 73: Think influence, not position
- Page 76: While poor leaders demand respect, competent leaders command respect
- Page 79: Integrity- builds relationhips on trust
Nurturing- cares about people as individuals
Faith- believes in people
Listening- values what others have to say
Understanding- sees from their point of view
Enlarging- helps others become larger
Navigating- assists others through difficulties
Connecting- initiates positive relationships
Empowering- gives them the power to lead
- Page 88: Until you value yourself, you wont value your time (M Scott Peck)
- Page 91: Commentary related to the Thinking Chair--I don't sit in that thinking chair without and Agenda just hoping that a good idea hits me.
That's all for know. Let all your dreams come true!
Hispanic Coach
Friday, February 03, 2006
My brother's (sister's) keeper:
As part of our training activities, I had to attend a "sexual" prevention training activity. This training is given to all USAF employees as a way to raise the level of awareness of the consequences of sexual abuse across the military culture. The presentation was tasteful considering the topic area. I was not thrilled with the idea of expending one hour away from my office to do this...at the end I am glad I went. My take away are as follows:
(1) we need to take care of each other
The Air Force describes this concept as wingman. During the presentation, it was clear that there were many instances that individuals could had prevented this incident...however, the chose to look the other way. These individuals were not evil people...they just felt it was not their place to intervene. Moral of the story: If you feel in your gut something is wrong, you must intervene. A young lady was raped just because her "friends" did not intervene in time!
(2) supervisors can / should keep an eye on their troops
The statistics are alarming...one in five women will suffer some sexual abuse incident during their lifetime. For the 18-24 year old population, the statistics are 1 out of four. Supervisors must be cognizant on behavior, indicators of this type of crime. In the case portrayed, her behavior shifted 180 degrees: we saw an energetic, go-getter airman transformed into a lethargic, uninspired, angry individual. Normal behavior does not shift like that. Keep your eyes and ears open. Supervisors represent the first line of defense...our job is to get the mission done and take care of our people. It is easier to pay attention to the mission...taking care of the people is always "somebody" else job. It is clear that mission and people should be our #1 priority.
(3) for young lady's...Be careful
Few tips for you: go out as part of a group; come back with your group. Abusers are looking for the opportunity to divide and conquer. Do not play into an abusers hand
Watch what you drink...in other words, get your own drinks, even if is a Pepsi. Better yet, get a can. When in doubt, trust your gut. Do not permit anyone into your apartment, home if you feel incapacitated. BEFORE leaving for a party, ask a friend to keep an eye on you, especially if you are planning to drink alcoholic beverages...and if you look incapacitated, it is her duty to take you home. No buts nor iffs.
(4) abusers come in all types...the ones with the sky mask are the exception.
(5) Fight your attacker...do not let this person take you to a secondary location. Your odds of surviving are greater if you resist at the location you are first attacked. Oprah Winfreay's 20 year collection has a great segment on this same subject. Buy the collection and pay attention to this segment...and share this information with your friends. It is worth the money!
God bless you all.
He dicho, Caso Cerrado!
As part of our training activities, I had to attend a "sexual" prevention training activity. This training is given to all USAF employees as a way to raise the level of awareness of the consequences of sexual abuse across the military culture. The presentation was tasteful considering the topic area. I was not thrilled with the idea of expending one hour away from my office to do this...at the end I am glad I went. My take away are as follows:
(1) we need to take care of each other
The Air Force describes this concept as wingman. During the presentation, it was clear that there were many instances that individuals could had prevented this incident...however, the chose to look the other way. These individuals were not evil people...they just felt it was not their place to intervene. Moral of the story: If you feel in your gut something is wrong, you must intervene. A young lady was raped just because her "friends" did not intervene in time!
(2) supervisors can / should keep an eye on their troops
The statistics are alarming...one in five women will suffer some sexual abuse incident during their lifetime. For the 18-24 year old population, the statistics are 1 out of four. Supervisors must be cognizant on behavior, indicators of this type of crime. In the case portrayed, her behavior shifted 180 degrees: we saw an energetic, go-getter airman transformed into a lethargic, uninspired, angry individual. Normal behavior does not shift like that. Keep your eyes and ears open. Supervisors represent the first line of defense...our job is to get the mission done and take care of our people. It is easier to pay attention to the mission...taking care of the people is always "somebody" else job. It is clear that mission and people should be our #1 priority.
(3) for young lady's...Be careful
Few tips for you: go out as part of a group; come back with your group. Abusers are looking for the opportunity to divide and conquer. Do not play into an abusers hand
Watch what you drink...in other words, get your own drinks, even if is a Pepsi. Better yet, get a can. When in doubt, trust your gut. Do not permit anyone into your apartment, home if you feel incapacitated. BEFORE leaving for a party, ask a friend to keep an eye on you, especially if you are planning to drink alcoholic beverages...and if you look incapacitated, it is her duty to take you home. No buts nor iffs.
(4) abusers come in all types...the ones with the sky mask are the exception.
(5) Fight your attacker...do not let this person take you to a secondary location. Your odds of surviving are greater if you resist at the location you are first attacked. Oprah Winfreay's 20 year collection has a great segment on this same subject. Buy the collection and pay attention to this segment...and share this information with your friends. It is worth the money!
God bless you all.
He dicho, Caso Cerrado!
Sunday, January 29, 2006
Tapping the Hispanic Market
As a professional female of Hispanic origin, I am always amazed when I visit businesses in my local area of the large number of Hispanic families doing exactly what I am doing: supporting local commerce. However, the most notable characteristic or ethos of this experience is that these families are "invisible" to the rest of the shoppers. It feels at times like "Gee, I must put of with these "foreigners" because of their buying power. Few markets are noticing this demographic trend here in the Midwest. WalMart (I guess I should not be surprised! due to their visionary, disruptive marketing ways-following Christensen model) is starting to present label information in a bilingual fashion plus carrying some of the mainstream produce lines that Hispanic buying habits will support. There is not special type of advertisement...only the most reliable "mount-to-mouth".
As I look at the demise of our nation auto industry, I have to wonder if we are not missing the buying power of the largest growing demographic group in America...just because of our collective lack of awareness? If you do not believe me, please take a minute next time you visit your local WalMart or Krogers, or BP and count the number of Hispanics supporting those businesses. There are more of us that you can imagine and the opportunities to channel these untapped resource are endless.
He Dicho...Caso Cerrado (Translation: I rest my case).
Hispanic Coach
As I look at the demise of our nation auto industry, I have to wonder if we are not missing the buying power of the largest growing demographic group in America...just because of our collective lack of awareness? If you do not believe me, please take a minute next time you visit your local WalMart or Krogers, or BP and count the number of Hispanics supporting those businesses. There are more of us that you can imagine and the opportunities to channel these untapped resource are endless.
He Dicho...Caso Cerrado (Translation: I rest my case).
Hispanic Coach
Subscribe to:
Posts (Atom)