Month: January 2011

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Dancing With the Butterfly III — How We Experience Human Systems

Close-Up of Butterfly on Leaf

Three Sub-Systems

This post is the third in a series on Leading in Complex Human Systems. In my last two posts, we began our review of The Butterfly Model of Human Systems. The Model suggests that larger human systems are composed of three major subsystems:

  1. The Face to Face System–what happens “in the room,” in our face-to-face interactions
  2. The External System–our larger world
  3. The Internal System—our thoughts, assumptions feelings, and deeper stories

To view the butterfly model, click here.

In Human Systems 1=3

At any given time we may focus our efforts primarily on one of the three subsystems, e.g. on how a team works together (face to face system), but all three subsystems are always interacting and influencing the team’s effectiveness. For example, how team members interact (face to face system) certainly influences their productivity. The organizational context of the team (the external system) and thoughts and feelings of team members (internal system) also exert significant influence.

Visible, Less Visible, Least Visible

We experience the forces at play from these three sub systems as visible, less visible, and least visible. For many people:

  • The face-to-face forces are most visible in that we can see a behavior, hear what is said, and observe interactions.
  • The external forces are less visible. For example, you can talk about the economy and see its impact, e.g. people lose their jobs, but you can’t actually see the economy.
  • The internal forces are the least visible, in that you can’t literally see a thought or a feeling.

We first thought the above would be true for everyone, but what we have found in working with people over time is that which forces are most, less, and least visible can vary for different people. How we experience a system tends to be a reflection of where we sit in the system and of what we pay most attention to. For example, I once worked with a market analyst who said, “What do you mean the external forces are less visible? To me, they are the most visible.”

Seeing Systems More Fully

Whatever our primary focus, we sometimes feel pushed and pulled by forces we can’t see and don’t understand. We feel tugs, but we don’t know what’s tugging us; we have a headache, but we don’t know what is causing it; we find ourselves responding in less than optimal ways, but we aren’t sure why.

So the questions for you as a leader are:

  • What forces are most and least visible to you?
  • What are the forces you pay the most attention to? The least attention?
  • How can you broaden and deepen your view of a system so that you are able to see and understand the range of forces at play, and increase your impact?

My work as a human systems coach and consultant is about helping leaders clarify the visible and make the less visible and least visible more visible by, in each case, creating pictures, a language, and tools that help leaders see, understand, and behave in clearer, more intentional ways in complex systems. By so doing, leaders can help a system morph itself from a caterpillar (what it is) into a butterfly (what it wants to be).

Where Do We Go From Here?

In future posts, we will continue our “dance with the butterfly”—our journey through human systems–by looking further at how we experience systems; by exploring in more depth the face to face world, the external world, the internal world, and how the three worlds interact to produce results; and by identifying how we can increase our ability to help systems create desired outcomes.

If you want to explore leading and working in humans systems further, feel free to contact me.

Meanwhile, good journey…

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Steven P. Ober EdD
President: Chrysalis Executive Coaching & Consulting
Partner: Systems Perspectives, LLC
Office: PO Box 278, Oakham, MA 01068
Home: 278 Crocker Nye Rd., Oakham, MA 01068
O: 508.882.1025 M: 978.590.4219
Email: www.ChrysalisCoaching.org

Steve is a senior executive coach and consultant. He has developed and successfully uses a powerful approach to leadership coaching, Creating your Leadership Story, which enables leaders to make deep, lasting improvements in their leadership effectiveness in short periods of time. He and a group of partners have created a breakthrough educational program, Coaching from a Systems Perspective, in which you can significantly enhance your abilities as a systemic leadership coach. See http://SystemsPerspectivesLLC.com

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Team building by asking questions

A-woman-raising-her-hand-to-ask-question

Wouldn’t it be good to know that every decision you take over the next 12 months will be the right one. This may sound impossible but there is a way to significantly increase the likelihood of your decisions being correct.

Will these two have to build a relationship based on trust?
Trust, decisive leadership and openness will all significantly save time. Which one of these two asks the best questions?

The secret is understanding. Without understanding we are very likely to make bad or the wrong decisions, with greater understanding we should have, not just the facts but also the instinct to make the right choices.

The key to gaining understanding is to ask the right people the right questions, whether they be staff, colleagues, customers or even our bosses. Here are some four pointers towards asking the right questions: Continue reading “Team building by asking questions”

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Reputation Management is a Necessity

Group of people in a meeting

Engaging in reputation management is not a choice, but a necessity

The availability of easy online publishing tools has given everyone a voice and the power to reach an audience. This can be a very positive thing, what with fans, evangelists and brand ambassadors helping to spread the word. On the other hand it opens the door to greater risk and the need for constant vigilance, as inaccurate information and bad news can spread rapidly online.

Reputation Management has long been a core PR function and now, more than ever, we have to be aware of what is being said about the organization and be able to take effective action to correct any threat to the organization’s image. Listening to the online conversations and having a PR team that is trained to react effectively is no longer an option – it is a necessity. You can’t afford to be caught unawares or react incorrectly.

This quote, from a post by Sally Falkow on The ProActive Report, reinforces one of the primary topics of this blog. Most crises do damage the reputations of the involved parties, but if an organization’s reputation is in good enough standing before trouble strikes, then it can avoid going “into the negative” so to speak. At the same time, smart and responsible handling of a crisis can actually bolster reputations to a point beyond where they previously were. As our methods of communications change, reputation management efforts must adapt. By staying on top of the where your stakeholders meet to talk and, yes, complain, you can stay two steps ahead of coming trouble.

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For more resources, see the Free Management Library topic: Crisis Management
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[Jonathan Bernstein is president of Bernstein Crisis Management, Inc. , an international crisis management consultancy, and author of Keeping the Wolves at Bay – Media Training.]

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Data RRRRules !

A nonprofit database

Speak and Act with Data

Irrespective of the type of industry or nature of business, Quality Management tools and programs including Lean, Six Sigma, Kaizen, ISO 9000 & BPM all share one fundamental dependency. It’s called data.

Whilst approaches, techniques and duration of these programs will differ, data, on the other hand, will always be the sole voice of authority when it comes to making the right decisions and taking appropriate actions.

Data Types

Invariably, there are two types of data applied in most business improvement initiatives. Data collected for this purpose falls into Attribute (or Absolute) type data or Variable (Continual) type data.

Attribute or Absolute Data is obtained by measuring a characteristic that you can actually count e.g. number of defects is a type of attribute data.

Variable or Continual Data on the other hand, is obtained by measuring characteristics that change gradually. Example of variable data could be the measuring of viscosity (or thickness) of paints or fluctuating humidity and temperature of a controlled atmosphere room.

Understanding the difference between the two sets of data will help you decide what type of data to measure, why you need to measure it and hence the kind of decision to be made with each set of measured data.

Attribute data tends to look at whether or not something is done or achieved (a kind of yes or no), whereas with variable data we need to look for the variations of the values or how repeatable is the result. It helps answer the question, “Are we getting better or worse?”

The Rules of Data

Data however has one serious flaw. It can be overwhelming. So to avoid getting swamped in spread sheets of “data”, you can apply 4 simple rules to good effect.

These Rules state that data for Business Improvement purposes must always be:

Relevant: to the process or system we are trying to improve

Reliable: in collection, recording and accuracy

Representative: of the situation we are examining or trying to improve

Readable: be clear, understandable and usable

What gets measured gets Managed, and that’s a fact.

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For more resources, see our Library topic Quality Management.
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About Brian Venge

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I’ve spent 21 years in a career built around 4 multinational companies involved in manufacturing and service related industries (Nestle, Unilever, Vodafone and Crown Cork). In conducting several high profile Business Improvement projects across 5 continents and 12 countries, I discovered there is one universal translation to Continuous Improvement and it’s called Value Creation.

My new book , “Pimp Your Biz – The Complete Guide to Improving Your Business Under Any Circumstances”, a DIY Business Improvement guide, decodes this formula.

I now create corporate videos and involved in corporate video editing

Follow me on Twitter

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Influencing: How to Be Taken Seriously

A serious professional in his office

powerful influencing skillsDo you have great ideas but can’t seem to get people to listen?

A recent email from a frustrated manager who, like many of us, has great ideas but finds it difficult getting them accepted and implemented. Perhaps a boss is too busy putting out fires to pay attention. Or, in the give and take of a meeting, your suggestions get lost.

In her years of writing about successful leaders, Rosabeth Moss Kanter of Harvard Business School, states that “getting ideas off the ground requires personal credibility and power.” Here’s what she advises.

Four Influencing Strategies:

1. Showing up: The power of presence.
It’s a cliché but true that 90% of success in life comes from just showing up. Digital and other remote communications are efficient, but there’s much to be said for being there – face-to-face with others.

2. Speaking up: The power of voice.
It’s more than making noise. It’s being articulate, putting your ideas into words that get people to listen and see you as a leader. If you’re uncomfortable with public speaking, get a coach, take lessons, join Toastmasters and then stand up and do it.

3. Teaming up: the power of partnering.
As you move into leadership, you technical or business skills aren’t enough. Success, at this stage of your career, depends more on building good relationships inside and outside your organization. So start “playing with others”.

4. Not giving up: the power of persistence.
Everything can look like a failure in the middle. Keep at it, make mid-course adjustments and surprise the naysayers. All successful people have dealt with self-doubt, but they keep on going. So can you.

Career Success Tip

There have been excellent big ideas which couldn’t get off the ground because they lacked proper uplift and effort. On the flip side, really good small ideas have revolutionized our lives. What’s the difference? Perhaps it’s these four influencing strategies. What do you think?

Do you want to develop Career Smarts?

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Build Organic Traffic

A man writing on a whiteboard

Search Engine Optimization (SEO) is the Key to Targeted Traffic

When building your site, be sure that it’s optimized for your long tail niche keywords and that it incorporates other tactics which help search engines find it.

Search Engines’ Goal

Search engines’ ultimate goal is to make it easy to find information relevant to the search topic. They are very sophisticated, and their “algorithms” for search are highly confidential. Many SEO professionals study search engine behavior and offer these tips for what the search engines deem important when ranking content:

  • Keywords in the domain name.
  • Keywords in the content pages.
  • Keywords in titles and subtitles.
  • Keywords with emphasis – such as italics, bold, and highlighted.
  • External links (backlinks) to your site.
  • Your site’s age.

You want to use your long tail keywords 3% of the time. That is, for every 100 words of content, 3 should be your long tail keywords. Use them “above the fold” – the portion of the site that shows without scrolling down.

SEO guide

One favorite guide to SEO has been downloaded FREE over a million times. Offered by SEOmoz.org, “The Beginner’s Guide to Search Engine Optimization (SEO) is an in-depth tutorial on how search engines work. It covers the fundamental strategies that make websites search engine friendly.

To download your copy of the world’s most read guide on SEO, join the community of SEOmoz PRO members.” The content covers:

  • How search engines operate.
  • How people interact with search engines.
  • Why search engine marketing is necessary.
  • The basics of search engine friendly design and development.
  • Keyword research.
  • How usability, experience, & content affect rankings.
  • Growing popularity and links.
  • Search engine tools and services.
  • Myths and misconceptions about search engines.
  • Measuring and tracking success.

Download your copy here:

http://www.seomoz.org/dp/download-the-pdf-version-of-the-beginners-guide-to-seo

More SEO Resources from SEOMOZ

For those of you who want EVEN MORE info, find it here, compliments of SEOMOZ:

Is your search engine optimization on target?

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For more resources, see our Library topics Marketing and Social Networking.

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ABOUT Lisa M. Chapman:

Ms. Chapman’s new book, How to Make Money Online With Social Media: A Step-by-Step Guide for Entrepreneurs will be available very soon. With offices in Nashville Tennessee, but working virtually with international clients, Lisa M. Chapman serves her clients as a business and marketing coach, business planning consultant and social media consultant. As a Founder of iBrand Masters, a social media consulting firm, Lisa Chapman helps clients to establish and enhance their online brand, attract their target market, engage them in meaningful social media conversations, and convert online traffic into revenues. Email: Lisa @ LisaChapman.com

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Notice Burnout- Now What?

In my last post, I discussed being able to identify signs of employee burnout. The first step is to recognize burnout; however, if you do what should you do? Below is a list of things you can do if you notice the signs. What can you add?

  • Engage your employees. Spend time each day engaging your employees. Whenever possible, spend a few minutes with them in person. Monitor for changes as described above.
  • Provide clear communication on expectations and success. Provide all employees with consistent fair feedback on performance. Thank you employees for coming to work and meeting expectations. Praise them when they exceed expectations and communicate with them when they miss expectations.
  • Give employees as much control of their work as allowed. Most people assert negative control when they feel as though they have none. They do this by choosing to not stay late and coming in early. They make choices to “show you” that they don’t have to do anymore than they have to do.
  • Communicate the importance of their role in the organization. Employees want to feel that they work is valued. Share how their work contributes to client and company success.
  • Provide opportunity for growth and learning. This doesn’t mean requiring them to go to company provided training sessions that were planned by someone else (although it may be depending on the individual and the learning topic and environment). Let the employee guide this process. Discuss development with them. Avoid the following questions:
    • “In what areas do you want to develop this year?”
    • “What kind of training would you be interested in taking this year?”

Try Theses Instead

    • “What parts of your job do you most enjoy?”
    • “If you could create your dream job, what would it be?”

Use the dialogue to help identify stretch assignments or goals you can establish for the employee.

  • Ensure the work environment is cooperative and respectful. Employees want to be treated fairly and with respect. As the supervisor you need to model this behavior and hold everyone accountable to it.
  • Look for ways to remove obstacles to proficiency. Look to see what obstacles are blocking employee’s success and find ways to remove them. Look for unnecessary duplicate processes that can be removed.
  • Engage employees in finding solutions. Operate an open door to bring concerns and questions. How you respond as a supervisor sends a key message to an employee. If an employee comes to you with a valid concern or suggestion, hear them out. Ask some of the following questions:
    • “What suggestions do you have to improve in this area?”
    • “How will this work in our department?”
    • “What benefits does it have?”
    • “What are the obstacles?”
    • “What support would you need to help implement this suggestion?
  • Set realistic work expectations. Don’t expect everyone to work at the same pace and with the same strengths. Set expectations that are reasonable and as previously mentioned remove obstacles to success. Be flexible with how work is accomplished whenever possible to meet individual differences.
  • Provide Fun. Offer ways for employees to relax for a few minutes during the work day. Host a potluck or special lunch for employees to socialize and network with one another in a relaxed setting. If you can’t find an idea, there are multiple books available with tons of ideas. Or just ask your employees what ideas they have.

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For more resources, See the Human Resources library.

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Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.

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Looking Back: Fundraising In The Insecure Economy (2008-10)

an-NPO-executive-with-a-government-grants-officer

Over the years, the biggest mistake that many non-profits made was believing that Grants from Corporations, Foundations and Government would continue at former levels.

Giving by foundations and corporations is dependent upon their available resources, and during the recent “low period” in the stock market their assets shrank dramatically. And, obviously, with shrunken portfolios, they were less able to make grants at the same levels as in prior years – if at all.

•   In a period where the stock market lost almost one-third of its value,
    a non-profit that relied on foundation support went way beyond wishful
    thinking – it bordered on denial of reality !!

•   Where corporations laid off employees and looked for government bailouts,
    counting on corporate support was foolhardy.

•   In that economy, where there was a lot less government money going
    to non-profit organizations, relying on federal, state or local support
    was delusional.

•   It’s was also dangerous to rely on special events; as, during a recession,
    paying to attend an event is likely to drop very low on people’s lists
    of priorities.

While governments cut complete line items, and few foundations or corporations wanted-or-were-able to extend their commitments to non-profit organizations, NPOs still had their commitments to the people they served.

So, when the grant for a specific program ran out and didn’t get renewed, did you end that program and discontinue service to those who needed it, or did you have a backup source of ongoing funding ??

When the event you relied on to fund your programs/operations didn’t do as well as you’d hoped, did you tell the people you serve that you “can’t help them right now” ??

Were you able to continue your programs at prior levels ?? Did you maintain or reduce service to your constituency ?? What did you do ??

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Have a comment or a question about starting or expanding your fundraising program? Email me at AskHank@Major-Capital-Giving.com. With over 30 years of counseling in major gifts, capital campaigns, bequest programs and the planning studies to precede these three, we’ll likely be able to answer your questions.

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Mission Not So Impossible

Mission statement of a business

Your mission this year is to step more fully into Who You Are.

You are not your job title

You are not your salary

You are not your career ladder

You will know Who You Are by how you respond to stress, greed, temptations, challenges, conflicts, opportunity. You will have opportunities to speak your Truth and to call someone on their bull bringing them back to their Truth. You will be able to show your vulnerability and accept the vulnerabilities of others.

You will get the chance to see who you came here to be. Discover your strengths and practice them daily.

Honor all the people who enter your workspace. Are you ready to honor your adversaries as great teachers, way-showers who can help you see more clearly Who You Are? They are there to help you see through your false self, your ego, your wants, to the clear brilliant being you really are.

You will have guides of various sorts. Stay open and alert to recognize them. Welcome them and allow them to show you what they know. In so doing you can use your gifts more fully.

Use your talents and gifts well and you will experience rewards beyond your imagination. Rewards of the heart await you. These are the true reasons for you doing what you do and being Who You Are.

There are great changes happening around you. Prepare yourself to step into your greatness as you are called to respond to these changes. Your power and your beauty will become sharper as you learn to use your gifts for a purpose greater than your small self. Direct your gifts to a larger vision than you have now. You will receive many blessings in doing so.

Good luck with this mission. It is an important one.

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For more resources, see our Library topic Spirituality in the Workplace.

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Linda is an author, speaker, coach, and consultant. Go to her website www.lindajferguson.com to read more about her work, view video clips of her talks, and find out more about her book “Path for Greatness: Spirituality at Work” available on Amazon.

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Seed Money From Crowdsourcing?

Person holding a sprouting young plant

In the old days, people raised money for their start up ventures in traditional ways. They put in their own money and sweat equity. They borrowed against home equity, insurance policies, and credit cards. If they were lucky, they also got money from friends, family, even “angel” investors. They collected gifts, loans, forgivable loans (“pay me back if you can”), or even equity in an informal sense. Sometimes banks helped out, but usually only with personal property or personal assets as collateral. A very few received support from venture capitalists.

Flash forward to today, and while all of those sources are still commonly used, new possibilities have opened up. New funding strategies have emerged via the Internet such as crowdsourcing or crowd funding.

The basic idea is that instead of just asking your friends and family to seed your business, you ask The World. No longer are you limited to whom you know, or defined by the whims of conventional financing sources. Moreover, by getting the word out online, you can start that all-important word-of-mouth marketing campaign before you open your doors.

While hardly widespread, this approach is emerging as an option for some entrepreneurs.

Two noteworthy examples are Kiva, which allows people to make loans to small businesses in the US and abroad, and Indiegogo, which has raised millions of dollars in 150 countries for worthy causes. Awaken Café is a start up business launched with this kind of help.

But do your research before going too far with this. While asking for donations is generally fine, soliciting investments from the general public without proper registration with the appropriate regulatory authorities can get you into deep, deep legal trouble. I’m not a lawyer, but I’ve been told that virtually any solicitation that includes offering a share of the profits is considered a regulated security. Beware!

Here are some places to get more information about crowd sourcing and crowd funding: SocialEdge, Wikipedia, YouTube, or Indiegogo. Good luck!

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For more resources, see our Library topic Business Planning.