Comments for Unbound Ideas http://unboundideas.com Ideas you need, wherever you need them Mon, 14 Feb 2011 17:06:33 +0000 hourly 1 http://wordpress.org/?v=5049 Comment on The Art of a Successful Partnership: Staying Engaged After Saying “I do!” by Tweets that mention The Art of a Successful Partnership: Staying Engaged After Saying “I do!” « Unbound Ideas -- Topsy.com http://unboundideas.com/2011/the-art-of-a-successful-partnership-staying-engaged-after-saying-%e2%80%9ci-do%e2%80%9d/comment-page-1/#comment-91 Tweets that mention The Art of a Successful Partnership: Staying Engaged After Saying “I do!” « Unbound Ideas -- Topsy.com Mon, 14 Feb 2011 17:06:33 +0000 http://unboundideas.com/?p=4312#comment-91 [...] This post was mentioned on Twitter by Beverly Kaye, Unbound Ideas. Unbound Ideas said: New Idea: The Art of a Successful Partnership: Staying Engaged After Saying “I do!” http://bit.ly/e4Ngy2 #HR #SHRM [...] [...] This post was mentioned on Twitter by Beverly Kaye, Unbound Ideas. Unbound Ideas said: New Idea: The Art of a Successful Partnership: Staying Engaged After Saying “I do!” http://bit.ly/e4Ngy2 #HR #SHRM [...]

]]> Comment on Camille Smith by The Art of a Successful Partnership: Staying Engaged After Saying “I do!” | Work in Progress Coaching http://unboundideas.com/past-events/camille-smith/comment-page-1/#comment-90 The Art of a Successful Partnership: Staying Engaged After Saying “I do!” | Work in Progress Coaching Mon, 14 Feb 2011 14:36:19 +0000 http://unboundideas.com/#comment-90 [...] Now, more than ever, each of us needs to re-connect with our values and re-engage at work, at home and in our communities. (Want to learn more about the impact of disengagement? View my free webinar: Values: The Energy Source for Employee Engagement, http://unboundideas.com/past-events/camille-smith/.) [...] [...] Now, more than ever, each of us needs to re-connect with our values and re-engage at work, at home and in our communities. (Want to learn more about the impact of disengagement? View my free webinar: Values: The Energy Source for Employee Engagement, http://unboundideas.com/past-events/camille-smith/.) [...]

]]> Comment on Do we need to define results orientation differently? by Scott Simmerman http://unboundideas.com/2010/do-we-need-to-define-results-orientation-differently/comment-page-1/#comment-75 Scott Simmerman Sun, 01 Aug 2010 14:01:12 +0000 http://unboundideas.com/?p=3860#comment-75 There is a lot of work done on the theme of engagement, which has many many links to issues of leadership and the clarity of work, and which offer ideas for being more inclusive in one's style of leading. Work is more engaging and motivating when people can play an active role in what is happening, rather than being just one cog in a set of gears. Being involved in what is happening is what can lead to intrinsic motivation -- the extrinsic stuff is okay, but not nearly as effective as the motivation that comes from alignment and participation. So many surveys over the years have shown that people are "workers" more than participants and many have no clue as to how their contribution might integrate with the overall organizational goals and desired results. After a while, they just do not care any more. One of my favorite little factoids is this: <i>A Sirota Survey of 2007 found that 85% of employees say their morale declines significantly after spending 6 months on the job.</i><i> THINK about that one as it relates to the reality of organizational leadership; people come into the organization ready to be involved and engaged and, within 6 months are, "in but out" insofar as feeling a part of things. If they are not engaged, what are they? Can we really expect good performance if people aren’t involved and included? Are they being effectively managed or led? For me, engagement is pretty simple. Ask them for ideas and align them to the desired outcomes, both departmental and interdepartmental. <b>_I_ </b><b> think that organizations do not do a very good job along these lines. Dan Pink talks about the issues around motivation, as did Alfie Kohn more than 20 years ago. Leaders need to lead and motivate and make the workplace a more engaging place to work. We are not yet at a point where people don't matter, regardless of how well you think your call directors and automatic information distribution software works! See more about our team building exercises and my Square Wheels® illustrations at http://www.PerformanceManagementCompany.com, where we sell simple tools at darn good prices.</b></i> There is a lot of work done on the theme of engagement, which has many many links to issues of leadership and the clarity of work, and which offer ideas for being more inclusive in one’s style of leading.

Work is more engaging and motivating when people can play an active role in what is happening, rather than being just one cog in a set of gears. Being involved in what is happening is what can lead to intrinsic motivation — the extrinsic stuff is okay, but not nearly as effective as the motivation that comes from alignment and participation.

So many surveys over the years have shown that people are “workers” more than participants and many have no clue as to how their contribution might integrate with the overall organizational goals and desired results. After a while, they just do not care any more.

One of my favorite little factoids is this:

A Sirota Survey of 2007 found that 85% of employees say their morale declines significantly after spending 6 months on the job. THINK about that one as it relates to the reality of organizational leadership; people come into the organization ready to be involved and engaged and, within 6 months are, “in but out” insofar as feeling a part of things.

If they are not engaged, what are they? Can we really expect good performance if people aren’t involved and included? Are they being effectively managed or led?

For me, engagement is pretty simple. Ask them for ideas and align them to the desired outcomes, both departmental and interdepartmental.

_I_ think that organizations do not do a very good job along these lines. Dan Pink talks about the issues around motivation, as did Alfie Kohn more than 20 years ago. Leaders need to lead and motivate and make the workplace a more engaging place to work. We are not yet at a point where people don’t matter, regardless of how well you think your call directors and automatic information distribution software works!

See more about our team building exercises and my Square Wheels® illustrations at http://www.PerformanceManagementCompany.com, where we sell simple tools at darn good prices.

]]> Comment on The Psychological Recession by Jen Turi http://unboundideas.com/2010/the-psychological-recession/comment-page-1/#comment-73 Jen Turi Wed, 30 Jun 2010 16:48:26 +0000 http://unboundideas.com/?p=3675#comment-73 Hi Marshall, I love this idea of a psychological recession. Another aspect not discussed in this article is this recession for the job seeker. There is a lot of fear out there and we, as an outplacement firm, witness the affects of this. We assign a coach to each candidate and one thing the coaches have mentioned is the role of the media in the psychological part of the job search. A few things our candidates mention they were told by their coaches that was very helpful was to simply turn off the TV. They encourage them to do this because the affect on their situation is magnified when they see so many others in the same boat. Another helpful piece of advice from the coach is not to worry that there haven't been many jobs out there - "You are only looking for one job". Thanks for the information and the article. Hi Marshall,

I love this idea of a psychological recession. Another aspect not discussed in this article is this recession for the job seeker. There is a lot of fear out there and we, as an outplacement firm, witness the affects of this. We assign a coach to each candidate and one thing the coaches have mentioned is the role of the media in the psychological part of the job search. A few things our candidates mention they were told by their coaches that was very helpful was to simply turn off the TV. They encourage them to do this because the affect on their situation is magnified when they see so many others in the same boat. Another helpful piece of advice from the coach is not to worry that there haven’t been many jobs out there – “You are only looking for one job”. Thanks for the information and the article.

]]> Comment on Measuring Human Capital by Lyaeus http://unboundideas.com/2010/measuring-human-capital/comment-page-1/#comment-65 Lyaeus Fri, 07 May 2010 09:48:15 +0000 http://unboundideas.com/?p=2907#comment-65 Hi David Great article. There’s a great UK comedian called Vic Reeves who once said, ‘88.2% of statistics are made up on the spot’. I think the whole ‘HR is dead if it doesn’t step up and take its rightful place as a serious business partner’ debate is going to be the main focus going forward. My employer, Dr Michael Reddy, recently raised the question of whether business could even do without HR. Citing the last PwC global trends report 2008 that showed that the number of HR Directors on the Board of FTSE 100 companies (we’re based in the UK!) shrank from 18 in the late 1990s down to 5 in 2008. Wouldn’t want to hazard a guess what the post financial crisis HR boardroom situation is now. I guess asking the right questions – at the right time - is vital. Focus is key. By the way, Michael was only suggesting HR cashes its chips because in that way the CEO and the Board would finally have to take an active interest in dealing with what they all claim is their biggest asset, instead of shucking it off to HR. Would you consider carrying this debate on over here? Our human capital forum HubCap Digital (www.hubcapdigital.com) would welcome the input as well as being introduced to your site (though after coming across it just now, I’ll be sure to pass it on). Hi David
Great article. There’s a great UK comedian called Vic Reeves who once said, ‘88.2% of statistics are made up on the spot’. I think the whole ‘HR is dead if it doesn’t step up and take its rightful place as a serious business partner’ debate is going to be the main focus going forward. My employer, Dr Michael Reddy, recently raised the question of whether business could even do without HR. Citing the last PwC global trends report 2008 that showed that the number of HR Directors on the Board of FTSE 100 companies (we’re based in the UK!) shrank from 18 in the late 1990s down to 5 in 2008. Wouldn’t want to hazard a guess what the post financial crisis HR boardroom situation is now. I guess asking the right questions – at the right time – is vital. Focus is key. By the way, Michael was only suggesting HR cashes its chips because in that way the CEO and the Board would finally have to take an active interest in dealing with what they all claim is their biggest asset, instead of shucking it off to HR. Would you consider carrying this debate on over here? Our human capital forum HubCap Digital (www.hubcapdigital.com) would welcome the input as well as being introduced to your site (though after coming across it just now, I’ll be sure to pass it on).

]]> Comment on Authentic Potential by basic-sense http://unboundideas.com/2010/authentic-potential/comment-page-1/#comment-34 basic-sense Wed, 10 Feb 2010 18:32:23 +0000 http://unboundideas.com/?p=2568#comment-34 Thanks for the response Andrew! I'm not promoting the mask wearing but having experienced my own masks in the past, i think they served me to better understand myself. They served me to realize the real me, though it also had a lot to do with me facing the masks rather than using them to protect myself. The part about protecting the authentic self without the mask, I meant that in a nurturing way so that the self can flourish in face of negative criticism. Arya Thanks for the response Andrew! I’m not promoting the mask wearing but having experienced my own masks in the past, i think they served me to better understand myself. They served me to realize the real me, though it also had a lot to do with me facing the masks rather than using them to protect myself.

The part about protecting the authentic self without the mask, I meant that in a nurturing way so that the self can flourish in face of negative criticism.

Arya

]]> Comment on Authentic Potential by Andrew Thorn http://unboundideas.com/2010/authentic-potential/comment-page-1/#comment-33 Andrew Thorn Tue, 09 Feb 2010 00:47:49 +0000 http://unboundideas.com/?p=2568#comment-33 Hi Arya - I don't think it ever serves us to be something that we are not. I just don't feel it helps to pretend, even when we think the truth is too ugly for others to hear. I would rather have people not like me because they know the real me, then to like me because I told them what they want to hear. That said, I do not think we have to be abusive or abrasive when we are acting authentic. I think we can be ourselves without being offensive. I think we don the mask to because we think any other way would be offensive. I don't buy that. Just be the real you. There is nothing worse than somebody asking, "Are you for real?" Live Today! Love Today! Andrew Hi Arya – I don’t think it ever serves us to be something that we are not. I just don’t feel it helps to pretend, even when we think the truth is too ugly for others to hear. I would rather have people not like me because they know the real me, then to like me because I told them what they want to hear.

That said, I do not think we have to be abusive or abrasive when we are acting authentic. I think we can be ourselves without being offensive. I think we don the mask to because we think any other way would be offensive. I don’t buy that.

Just be the real you. There is nothing worse than somebody asking, “Are you for real?”

Live Today! Love Today!

Andrew

]]> Comment on Authentic Potential by basic-sense http://unboundideas.com/2010/authentic-potential/comment-page-1/#comment-30 basic-sense Thu, 28 Jan 2010 19:40:30 +0000 http://unboundideas.com/?p=2568#comment-30 It's interesting how the shields and masks we wear may or may not serve us the way we think they are. By nature, being authentic is easy, we just make it difficult maybe because of fear of not being accepted (without the masks). I think to some degree we have to protect (or carry diligently) the authentic self like the way you had to overcome your fear in the presentation and go through with it. In a way were you carrying a shield to express your authenticity? Some situations may not invite our innocence to travel freely without criticism. But the situation is in the mind, the mind we can control. Maybe we don't have to protect it per say, just carry it diligently. What do you think? It’s interesting how the shields and masks we wear may or may not serve us the way we think they are. By nature, being authentic is easy, we just make it difficult maybe because of fear of not being accepted (without the masks). I think to some degree we have to protect (or carry diligently) the authentic self like the way you had to overcome your fear in the presentation and go through with it. In a way were you carrying a shield to express your authenticity? Some situations may not invite our innocence to travel freely without criticism. But the situation is in the mind, the mind we can control. Maybe we don’t have to protect it per say, just carry it diligently. What do you think?

]]> Comment on Owning Your Own Development by MIke Metkowski http://unboundideas.com/2009/owning-your-own-development/comment-page-1/#comment-21 MIke Metkowski Tue, 17 Nov 2009 19:20:35 +0000 http://unboundideas.com/?p=2205#comment-21 The Peer Coaching format, is a tool that helps leaders discover their individual core qualities. And because they are being "coached" it goes beyond just discovery (Strengths Finder tests), to implementing that quality throughout your organization. When finding a personal strength, without coaching, makes YOU feel stronger. Finding a personal strength, with coaching, makes YOU and the PEOPLE you are leading stronger. The Peer Coaching format, is a tool that helps leaders discover their individual core qualities. And because they are being “coached” it goes beyond just discovery (Strengths Finder tests), to implementing that quality throughout your organization. When finding a personal strength, without coaching, makes YOU feel stronger. Finding a personal strength, with coaching, makes YOU and the PEOPLE you are leading stronger.

]]> Comment on What’s so great about work life balance? by Valuable Internet Information » What’s so great about work life balance? http://unboundideas.com/2009/whats-so-great-about-work-life-balance/comment-page-1/#comment-16 Valuable Internet Information » What’s so great about work life balance? Fri, 14 Aug 2009 22:10:43 +0000 http://unboundideas.com/?p=1667#comment-16 [...] More here:  What’s so great about work life balance? [...] [...] More here:  What’s so great about work life balance? [...]

]]> Comment on David Allen by Unbound Ideas http://unboundideas.com/past-events/david-allen-rocks/comment-page-1/#comment-14 Unbound Ideas Sun, 12 Jul 2009 13:50:22 +0000 http://unboundideas.com/?page_id=1380#comment-14 We also invite and encourage you to attend any of our free <a href="http://unboundideas.com/series-curriculums/brown-bag-book-club/" title="Bring your lunch, Bring your Colleagues, Bring your Questions" rel="nofollow">Brown Bag Book Club</a> sessions held this summer. The authors, analysts and thinkers we select will engage you in timely topics that are impacting our work, lives, and organizations. The first is <a href="http://unboundideas.com/series-curriculums/brown-bag-book-club/the-10-taboos-of-leadership/" title="The 10 Taboos of Leadership" rel="nofollow">July 14th with Dr. Tony Smith</a> and another two are already planned for August. We also invite and encourage you to attend any of our free Brown Bag Book Club sessions held this summer. The authors, analysts and thinkers we select will engage you in timely topics that are impacting our work, lives, and organizations.

The first is July 14th with Dr. Tony Smith and another two are already planned for August.

]]> Comment on Engaging the Kept-On Workforce by Unbound Ideas http://unboundideas.com/2009/engaging-the-kept-on-workforce/comment-page-1/#comment-12 Unbound Ideas Wed, 03 Jun 2009 18:01:09 +0000 http://unboundideas.com/?p=664#comment-12 The Values Instrument article Bev mentioned during her webinar on May 20th is now available <a href="http://unboundideas.com/Whose-Values-Bev-Kaye.pdf" title="Beverly Kaye Whose Values Are They" rel="nofollow"> here</a>. Thanks for your patience while she put the finishing touches on it. If you have any comments or questions for her on it, the other resources of her's that we have shared or the session itself, please feel free to post them on this page or to pose them to her directly at <a href="mailto:Beverly.Kaye@careersystemsintl.com" rel="nofollow">Beverly.Kaye@careersystemsintl.com</a>. We know she would be pleased to hear from you. Have a great day! Your friends, Unbound Ideas The Values Instrument article Bev mentioned during her webinar on May 20th is now available here. Thanks for your patience while she put the finishing touches on it.

If you have any comments or questions for her on it, the other resources of her’s that we have shared or the session itself, please feel free to post them on this page or to pose them to her directly at Beverly.Kaye@careersystemsintl.com. We know she would be pleased to hear from you.

Have a great day!

Your friends,
Unbound Ideas

]]> Comment on Painting a Picture by Tad Furtado http://unboundideas.com/2009/painting-a-picture/comment-page-1/#comment-8 Tad Furtado Thu, 19 Mar 2009 03:33:51 +0000 http://unboundideas.com/?p=403#comment-8 Thanks for sharing this story and message, Amy. Managing expectations and disappointment is worthy of serious thought and understanding, whether in relationships, career success or art. Again, Amy, welcome to the site. Thanks for sharing this story and message, Amy. Managing expectations and disappointment is worthy of serious thought and understanding, whether in relationships, career success or art.

Again, Amy, welcome to the site.

]]> Comment on Hit the Reset Button by Tad Furtado http://unboundideas.com/2009/hit-the-reset-button/comment-page-1/#comment-6 Tad Furtado Sun, 15 Mar 2009 04:45:23 +0000 http://unboundideas.com/?p=298#comment-6 I had intended to mention this sooner, but do we really think it is such a good idea for US and Russian leaders to be joking about the red "button"? It wasn't too long ago when the idea of either nation pushing the little plunger had a whole different meaning for us all. Sheesh! I had intended to mention this sooner, but do we really think it is such a good idea for US and Russian leaders to be joking about the red “button”? It wasn’t too long ago when the idea of either nation pushing the little plunger had a whole different meaning for us all.

Sheesh!

]]> Comment on Has the time come for e-books? by Charles http://unboundideas.com/2008/has-the-time-come-for-e-books/comment-page-1/#comment-2 Charles Thu, 18 Dec 2008 14:56:00 +0000 http://unboundideas.com/coach/?p=24#comment-2 Hey, nice blog.<br/><br/>I downloaded Stanza on your advice. I'm not really crazy about reading long things on the iphone, though. As nice as the screen is, it's just not that comfortable.<br/><br/>Also, if you want more current books, Stanza has some teasers from a few publishers. Actually buying the full digital book and getting it onto the iphone looks like a fairly cumbersome process, though.<br/><br/>I'm interested in the kindle, too, though a few bloggers I read have labeled it fundamentally flawed execution of a good idea. Hey, nice blog.

I downloaded Stanza on your advice. I’m not really crazy about reading long things on the iphone, though. As nice as the screen is, it’s just not that comfortable.

Also, if you want more current books, Stanza has some teasers from a few publishers. Actually buying the full digital book and getting it onto the iphone looks like a fairly cumbersome process, though.

I’m interested in the kindle, too, though a few bloggers I read have labeled it fundamentally flawed execution of a good idea.

]]>