Month: January 2012

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What is Wrong With the Market for Corporate Governance Experts?

An empty corporate conference room

(Guest post from Andrew Clearfield, Corporate Governance Consultant )

One of the things with the market for governance experts is that almost no one is willing to pay for real, forward-looking expertise, but especially over here in the U.S., the market is almost entirely dominated by a compliance mentality, which means, not ‘How do I improve it?’ or even, ‘How do I make my shareholders happier?” but, ‘What is the minimum I can get away with?

The law firms monopolize the field, because boards would rather pay someone $800 an hour or more to wriggle out of trouble than $200 an hour or less to figure out how not to get into it. (Of course, lawyers are also adept in making sure that their services are seen as indispensable.)

It is also remarkable how many experts have suddenly emerged from the woodwork. Given how few were in the field only five years ago, I wonder how many of these people have real experience, and if so, where they got it. The problem is that there is no professional certification, and prospective employers don’t seem to have very clear criteria for what they should want. (Then again, if all you want is a compliance chief, there are probably quite a few of those around, especially with all the layoffs in the financial sector . . .)

Thoughts, anyone?

For more resources, see the Free Management Library’s topic All About Boards

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Effective Management: Should You Break the Rules?

A-manager-addressing-colleagues-on-job-specifications

Stop at the red and go on the green. Wait your turn. Treat others the way you would like to be treated. Certain timeless rules are better obeyed than broken. But are there certain rules that may need to be broken?

In today’s constantly changing business world, many of the rules that guided previous generations of managers may no longer apply, or at least, be as relevant.

“If you’re not breaking rules on a regular basis, your customers and markets are going to somebody else. So look, listen and change.”

So said a business client during a recent staff retreat. She wanted everyone to know that the task of managers and supervisors can no longer be just seeing that things get done in a timely manner. They have to do more than that!

Rather, effective managers today must be committed to do new things and do routine things in new ways. It comes down to breaking some long standing rules of managing people and organizations. Here are some examples.

Old rule:Strive to maintain the status quo, but react quickly when change happens.
New rule: Don’t wait for change to hit you. Anticipate it, plan for it, and make it happen on your terms.

Old rule: Management’s job is to make decisions.
New rule: Management’s job is to facilitate decisions made by those closest to the customer or the situation.

Old rule: Avoid conflict at all cost. People can’t handle it.
New rule: Create conditions that get people to grapple with different perspectives which will lead to better solutions and results.

Old rule: Tell employees what to do, when to do it and how to do it.
New rule: Give employees the resources and support they need. Then stand back and let them do their jobs.

Management Success Tip:

Letting go of rules that have served you well can be difficult, but holding on to them can be fatal. Don’t allow yourself or your people to get comfortable with the status quo. Don’t get stuck thinking that what’s made us successful so far will continue to make us successful in the future.

Are there some rules that need to be broken or at least modified? Which ones? Let me know what you think.

Do you want to develop your Management Smarts?

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2012 Greetings and Reminders

happy-excited-young-business-colleagues-make-winner-gesture

Bright Blessings for 2012!

What an incredible year this is going to be!

Can you feel it? Can you sense the energy, the excitement, the amazing unfolding that is happening?

I did a burning bowl ceremony and gave thanks in advance for all the wonderful, beautiful blessings I was going to experience this year. You can read more about this on my website blog post last week (http://www.lindajferguson.com/2011/12/letting-go-and-getting-ready/ ). One of the biggest things I gave thanks for is my ability to share my work with you, for being able to write and speak on ideas to support you fulfilling your life purpose and heart’s desire- for facilitating you standing more powerfully in the truth of Who You Are, as a fully embodied spiritual presence of peace and love. It is such a pleasure to support your journey here through this blog.

I thoroughly enjoy working with my coaching clients to see how they are able to express and experience their Divine Essence, to watch them achieve their goals, to see the brilliant ways they share their gifts, to awaken them to more positive possibilities, to help them reach their greatest potential. God I love my job!

So what bold and beautiful ideas do you want to manifest this year? What goals will rock your world? What do you want to set your sights on this year that will make you jump out of bed each day and shout, “Haleluiah, I get to create today”? How do you want to express and experience the magnificent being that you are?

As you may recall from my blog post this time last year, I reminded you that you had a mission. That mission was to discover your strengths and practice them daily, to use your talents and gifts well, to prepare yourself to step into your greatness. How did that go for you last year? How do you want to share your greatness with the world?

Now is the time to step into your greatness, your power, your authentic self. The world is waiting for you to show up, fully alive and ready to offer your talents and energy. As Marianne Williamson reminds us, “Your playing small doesn’t serve the world.”

2012 is a year of major changes. I’ll write more on this in future blogs. For now, feel the energy, embrace the changes that will be laid in front of you. Tune in to the excitement that is building. Step into your passion for living as a fully awakened, inspired spiritual being.

Share this blog with others who are on this journey. Many of us have accepted this calling, to be a presence for Love, harmony, beauty, peace, compassion, prosperity, grace, unlimited positive potential. You will mirror this for others as you step fully into it yourself.

Welcome aboard. Enjoy the ride. What a year this will be!

Linda’s 1st book, 10th Anniversary edit.

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

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Linda has a new Fan Page – https://www.facebook.com/LindaJFerguson “Like” her page if you want to get notices of these blog posts and other updates of Linda’s work. See also Linda’s webpage for more ideas for working and living in spiritual alignment- www.lindajferguson.com

Linda’s 10th Anniversary edition of “Path for Greatness: Work as Spiritual Service” is available by clicking on the title link. If you want to read more of Linda’s ideas for working spiritually or want to support a friend who desires to work with passion and purpose, buy Linda’s book today.

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Practice of Asking Open & Honest Questions (Part 1 of 2)

colleagues-discussing-on-company-goals

(This information is based on the work of Parker Palmer, John Morefield, and Marcy Jackson, and inspired by the work of Parker J. Palmer and Center for Courage & Renewal . The information was written by Susan Kaplan, M.S.W. )

Value of Open and Honest Questions

(Part 2 of 2 will give guidelines for asking open and honest questions.)

Open and honest questions are a thoughtful pathway for inquiry and discernment, moving us beyond our normal patterns of communication. Often our questions are laden with advice, problem solving, or meeting our needs to be a “competent leader, good parent, or engaged Helping Professional”. Open & Honest Questions serve to invite a more spacious, authentic conversation. This discernment practice enables us to:

  • Create a more authentic and deeper exploration of “a problem or question” for both the person talking and the one listening;
  • Step away from our tendency to jump to solutions, assign blame, or otherwise approach our exchanges attached to a specific end (teaching with a specific goal in mind, defend what we know, problem solve, or respond as a “good facilitator” would);
  • Invite a person to explore their own “inner teacher”, calling upon their own wisdom and knowledge of self. This builds capacity for their own leadership from within, by exploring their own assets, truth, questions, and answers. This invites a discovery of their own “hidden wholeness”. A person accesses their inner teacher by thinking about the situation in new ways, applying past learning and experience to now, while listening to both feelings and thoughts. This practice helps others think through on their own before/or instead of you giving direction or input;
  • Support a deeper inner conversation within one self;
  • Slow down the pace of our conversation and develops a deeper mutual engagement;
  • Expand and deepen an exploration rather than narrow or restrict possibilities;
  • Explore and “hold” important questions or complicated issues. This practice recognizes significant value in listening without judgment with a view for understanding instead of reacting with a quick, simple or incomplete answer for an immediate direction (that may make things worse in the long run);
  • Use meaningful metaphors to reframe or help “step out” of the situation;
  • Invite more authentic responses rather than second guessing the “right answer”;
  • Changes the dynamic of our tendency to want to fix, “save”, change or give advice. In these responses, we see the person as “broken” or with deficits. Our new role is to create a safe and meaningful process in which we help the person access their own “hidden wholeness”.

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For many related, free online resources, see the following Free Management Library’s topics:

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Carter McNamara, MBA, PhD – Authenticity Consulting, LLC – 800-971-2250
Read my blogs: Boards, Consulting and OD, and Strategic Planning.

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Google + (or Google Plus)

Google signage on the side of a corporate building

What does Google + Do?

Google already does more than most people realize, but never before have they attempted to go head-to-head with the social network Facebook, as cited by many highly credible sources such as The New York Times.

As you likely know, it was launched last summer – June 28, 2011 as a ‘field test’, by invitation only. On September 20, it was available to anyone over 18 years of age, no invitation needed.

Google + Features

Early adopters have been mostly male (over 71%) with the dominant age bracket between the ages of 25-34 (35%). So, the features have been designed to appeal to this important demographic:

  • ‘Circles’ – Users may organize their contacts into groups for sharing across various Google products and services. Replacing the typical ‘friends’ lists in social networking, Circles are organized through a drag and drop interface.
  • ‘Hangouts’ – Want to ‘hangout’ with 10 buddies for a video chat? Try it with mobile, instant webcasts, or share documents, a scratchpad, and your screen.
  • ‘Messenger’ – Share instant messages and photos within your circle.
  • ‘Instant Upload’ – For use on Android mobile devices, you can store photos or videos in a private album for sharing later.
  • ‘Sparks’ – Helps to keep you up-to-date on topics of interest. It’s a front-end to Google Search (but of course), and ‘featured interests’ reveal topics of interest globally.
  • ‘Stream’ – Like Facebook’s Wall, you can enter a status update, or share photos and videos to your Circle.
  • ‘Games’ – Social games located under a separate games tab.

Google Plus Adoption

Google Plus has enjoyed extremely high growth rates in the U.S. and European countries.

It boasted 25 million unique visitors just four weeks after operational launch. And in just one year, it is projected to have 22% of all adults in the U.S.

Google + Pages

With this rate of adoption, with a target market that is generally hard to capture, you’ll be interested to know that Google + Pages has been designed for businesses to connect with fans in a manner similar to Facebook Pages. Launched November 7, 2011, businesses can start to share their messages with others through corporate accounts. Google Plus Pages is anticipated to be an important part of a company’s online marketing strategy. More about that in a subsequent post.

Has Google + helped you or your company yet? If so, please share!

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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 has a name change! The Net-Powered Entrepreneur – A Step-by-Step Guide 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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Applying to The CFC — Local Charities

An office of an operational manager

Previously, we looked at some of the important considerations for a nonprofit in deciding if it wants to enroll in the CFC for the 2012 solicitation season.

For local charities, however, the application deadlines vary among the more than 200 regional CFCs, with charities in the Washington, DC metro area having the earliest deadline of January 31, and the deadlines for many of the other regional CFCs coming in February or March.

The CFC is a Government Program … That’s Big On Acronyms (surprise!)

As mentioned previously, the Office of Personnel Management (OPM) is the agency responsible for regulating the CFC, and administering the application process for national and international charities.

For local charities, it’s important to be aware of two other entities:.

The OPM Office of CFC Operations has a small staff and the actual responsibility for the management and conduct of the CFC campaigns is designated to the Local Federal Coordinating Committees (LFCCs) and to community agencies called Principal Combined Fund Organizations (PCFOs), the latter being contracted to provide year-to-year management/administration and financial services for the local CFC campaigns.

In many regions of the country, the PCFOs are often the local United Ways.

The regional LFCCs have the responsibility to evaluate the local CFC charities each year for determination about being included in the CFC catalog of charities. The LFCCs function as the “Boards of Directors” for the local CFCs and have oversight and governance responsibilities over the Principal Combined Fund Organization (PCFO).

Many local CFCs conduct workshops on how to apply to the CFC in their region. On the OPM.gov/CFC website, the tab labeled “Campaign Locator” will help you identify your local CFC.

One nonprofit in the DC area that does an excellent job is “Martha’s Table” — www.marthastable.org. I have no affiliation with them, but if you take a look at their website you will see an example of a nonprofit that has a real handle on workplace giving, including how they thank their donors and volunteers.

This is their 25 word description from the CFC Catalog of Caring:

Martha’s Table works with low-income children, families

and individuals to meet their basic needs through food,

clothing, daycare, and after-school learning activities.

Remember, while it must be accurate, your 25 word description is the marketing message that you write.

Having addressed the various aspects of the application process, there are two points I feel must be emphasized: With the CFC you are developing multi-year donors; and, there’s much less red tape on the backend than with grants.

CFC Donors are Multi-Year Donors

The reality is that most CFC donors are multiple year donors. Once they start giving to the CFC charities they check off, they tend to become loyal supporters who, for the most part, check off the same charities every year, even if/when they remain anonymous to the nonprofit to which they are giving.

I have seen thousands of CFC pledge cards during my Federal career, and the reality is that most of the donors made minimal changes from year to year, once they became donors.

Less Red Tape Than Most Grants

A nonprofit must apply each year, but there are no required “quarterly progress reports” or other funder required documentation. Not bad for a government program!

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During his 25-year career in the Federal sector, Bill Huddleston, The CFC Coach, served in many CFC roles. If you want to participate in the Combined Federal Campaign, maximize your nonprofit’s CFC revenues, or just ask a few questions, contact … Bill Huddleston

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Advance Your Career: Get Out of the Shadows and Get Noticed

Two-businessmen-shaking-hands-congratulating-promotion.

get noticed at workDo you sometimes feel your hard work is “invisible”? Do you dread the idea of tooting your own horn? Do you think self promotion smacks of showing off?

In a fast paced, changing workplace, it’s who sees you and knows your work that counts. Don’t assume people will notice the wonderful quality of your work or that of your department. Therefore self promotion, done the right way, is increasingly important for career success.

Here are 7 tips for getting visibility for you and your team’s efforts.

1. Be proactive.
If you see a new project or role that will help you expand your skills, take advantage of it. Do this, particularly if it’s one that has high visibility or has a significant impact on the bottom line.

2. Make yourself visible.
Spend a few minutes every day greeting and talking with your co-workers. Speak to colleagues face-to-face from time to time, instead of sending emails or instant messages. Go to some of the social events and after hour get togethers. Remember the saying, “Out of sight, out of mind.”

3. Build a network of allies.
If you help people out when they need assistance, then they will be grateful and will help you out too. This relates to the expression “you scratch my back, and I’ll scratch yours”.

4. Focus on success not failure.
At meetings report on what is working well and what is on track. This brings attention to both you and your team’s achievements. Avoid focusing only on struggles or frustrations.

5. Show a little of your personal side.
It adds color and depth to your professional image. Personal interests help other people to identify and remember you an especially important advantage in large organizations or in the crowded marketplace.

6. Help others understand your value.
People are too busy to notice everything you and your team does and recognize the value to the company. It’s up to you to find ways to summarize and package the benefits of your work and that of your department. Don’t hog the glory – share it.

7. Get involved in company charity events.
Volunteer for community activities, represent the company at a telethon, be the person in charge collecting funds for disaster relief, etc. This expands your network and helps people see you in a different light – not just the IT person who makes sure the systems work or the HR rep who explains company policies and procedures.

Career Success Tip:

People can often overlook your efforts, even if you consistently work hard. It’s up to you to get noticed and stay in their thoughts, so you can keep moving toward your career goals. Build a network of allies, track your accomplishments, take on additional responsibilities whenever possible and work in areas that are important to your organization. Also see Build Your Reputation and Your Career

Do you want to develop Career Smarts?

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What are Values, Morals, and Ethics?

Work colleagues high-fiving themselves in the workplace

Guest post from Jack Hoban.

What are Values?

According to the dictionary, values are “things that have an intrinsic worth in usefulness or importance to the possessor,” or “principles, standards, or qualities considered worthwhile or desirable.”

However, it is important to note that, although we may tend to think of a value as something good, virtually all values are morally relative – neutral, really – until they are qualified by asking, “How is it good?” or “Good to whom?” The “good” can sometimes be just a matter of opinion or taste, or driven by culture, religion, habit, circumstance, or environment, etc.

Again, almost all values are relative. The exception, of course, is the value of life. Life is a universal, objective value. We might take this point for granted, but we all have the life value, or we would not be alive. Life is also a dual value – we value our own life and the lives of others.

What are Morals?

Moral values are relative values that protect life and are respectful of the dual life value of self and others. The great moral values, such as truth, freedom, charity, etc., have one thing in common. When they are functioning correctly, they are life protecting or life enhancing for all. But they are still relative values.

Our relative moral values must be constantly examined to make sure that they are always performing their life-protecting mission. Even the Marine Corps core values of “honor, courage and commitment” require examination in this context.

Courage can become foolish martyrdom, commitment can become irrational fanaticism, honor can become self-righteousness, conceit, and disrespect for others. Our enemies have their own standard of honor, they have courage, and they are surely committed. What sets us apart? Respect for the universal life value sets us apart from our enemies.

What is Ethics?

A person who knows the difference between right and wrong and chooses right is moral. A person whose morality is reflected in his willingness to do the right thing – even if it is hard or dangerous – is ethical. Ethics are moral values in action.

Being ethical id an imperative because morality protects life and is respectful of others – all others. It is a lifestyle that is consistent with mankind’s universal values as articulated by the American Founding Fathers – human equality and the inalienable right to life.

As warriors it is our duty to be protectors and defenders of the life value and to perform the unique and difficult mission of taking the lives of those acting immorally (against life) when necessary to protect the lives of innocent others.

When you must kill protecting life it is still hard, but it is moral. Those who kill those not observant of their narrow relative religious, ethnic or criminal values – in other words, kill over relative values – are immoral. A dedication to protecting the life value of self and others – all others – makes the Ethical Warrior different and moral.

The Definitions in Action — Sample Story: “The Bully”

If all of that is a little too philosophical, we also created this vignette to explain the terms in a more down-to-earth way. We call it:

You are a kid in the schoolyard. You see a bully. He thinks he is the “top dog.” That is fine. That perception is a relative value. But when his relative value supersedes the life value of another kid – in other words, when the bully picks on and/or punches the other kid – this is wrong and must be stopped. Here is the rule: relative values, no matter how “great,” cannot supersede the life value.

You see the bully picking on the other kid. You feel – in your gut – that this is wrong. Congratulations, you are moral. (By the way, most people are moral – they know the difference between right and wrong)

Now…you see the bully picking on the other kid. You overcome the “freeze,” you overcome the embarrassment, and you go tell a teacher. Congratulations! You are ethical. (Ethics are moral values in action).

Now…you see the bully picking on the other kid. You overcome the “freeze,” you overcome the fear, and you go to the aid of the kid being bullied. You put yourself at risk. Congratulations! You have the makings of an Ethical Warrior.

And it doesn’t end in the schoolyard. Almost all problems in our society and the world are caused by bullies – those who would supersede the life value of others with their own relative values. Ethical Marine Warriors counter the bullies.

See the Free Management Library topic:

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Carter McNamara, MBA, PhD – Authenticity Consulting, LLC – 763-971-8890
Read my blogs: Boards, Consulting and OD, and Strategic Planning.

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A is for Authentic

Young woman smiling down at her phone

Starting this week, let’s explore the qualities of great presenters, starting with A and going all the way to Z. In each post I will list one or several attributes of great presenters and communicators, and suggest some ways you can build that characteristic in your own speaking.

If you want to play along, suggest your own great words starting with the letter for that week. Better yet, help me out by suggesting a word for the next letter of the alphabet! And let me know how you are using these ideas to build your own habits and characteristics for great speaking.

A is for:

Authentic. Great presenters are real, genuine. They don’t put on an act when they speak. They are with the audience, not performing or speaking at the audience. They are transparent, honest. They are direct, truthful, and kind. They make mistakes and are human. What you see is what you get.

Agile. Great presenters are nimble, quick on their feet. The only way to get that is to know your content backward and forward. To be in the present moment. To prepare for contingencies. And to trust yourself and the audience. To recognize that being with your audience imperfectly is always better than a word-perfect, canned speech.

Adaptable. Great presenters know when to stick to their guns and when to adapt. When you face an audience, you have already prepared your content based on what you want to say and what you think they want to hear. But things change. Your audience may have a different agenda than you. If you stick to your script, you may have a very unhappy experience. Perhaps you can adjust to meet their needs while still getting your point across. A win-win!

Attractive. That is, you attract and hold the attention of the audience by speaking their language, by connecting with them at a personal level. That you are willing to use charm and humor as well as fact and detail to win them over. It also means you believe in what you are saying, and that belief and passion can be very attractive to your listeners.

Your turn: How have you been able to live out these qualities? What other words starting with the letter “a” come to mind when you think of great presenters? What are some words starting with “b” that I can write about in the next installment?