Walk Into the Future

Tag: Unicorns

  • We all win with diverse work environments!

    brand trademark cobblestones community denim pants
    Photo by Ingo Joseph on Pexels.com

    “Diversity may be the hardest thing for a society to live with, and perhaps the most dangerous thing for a society to be without”.

    (William Sloan Coffee, Jr.)

    Merriam-Webster defines diversity as the condition of having or being composed of differing elements.  Clear as mud, right?

    Organizations with diversity initiatives need to ensure they fully understand what diversity means.  Simply making a statement does not ensure diversity in the work environment will happen.  Diversity must be examined in order to identify how it can be fully implemented and embraced in the work environment.

    Some organizations define diversity on very short-sighted components i.e., men, women, race.  These components are all intertwined when discussing diversity but there should be more components included in a truly diverse work environment.

    Leveraging background dynamics, educational and life experiences as well as demographic components will help generate a new level of diversity for organizations who truly seek this in the work environment.  There are some organizations who say they want diversity but continue to hire clones of the staff currently working there.  This is the opposite of the Merriam-Webster’s diversity definition.

    “We need diversity of thought in the world to face the new challenges”.

    (Tim Berners-Lee)

    Diverse work environments value different perspectives. This includes skills, experiences, backgrounds and education.  This concept brings a variety of ways to get things done.  Bringing diversity into the work environment allows the organization to grow and avoid the groupthink mentally that stifles new thoughts.

    New thoughts in the work environment leads to increased creativity when facing a problem, change or new procedure.  True diversity brings together people who will see the same problem from different perspectives and sharpens everyone because of this exposure.  The creative impact on the organization increases because staff hear, see, feel, think differently and exposes others to different ways to get things done.  This creativity process may also impact innovation within the organization.

    Decision making and problem solving are other areas a diverse work environment can enhance.  Again, a diverse work force brings new thoughts, ideas and ways to get things done to the workplace.  Leadership receives diverse solutions to organizational problems and has multiple options to select from.  This leads to faster problem solving and allows the organization to tackle new challenges.

    A caution, leadership must be willing to accept the diverse solutions and not revert to business as usual.  The worse thing that can happen is for leadership to say “we always do it this way OR that will not change as long as I’m here”—the quickest way to deflate staff and eliminate their voice in the work environment.

    A diverse work environment can also help retain staff members.  A diverse and empowered work environment helps staff members feel accepted and valued.  This creates a happier work force and may lead to staff staying with the organization longer.

    So, let’s examine the Merriam-Webster diversity definition again:

    • The condition of having or being composed of differing elements.

    A few elements to consider for workplace diversity:

    • Race
    • Gender / Identity
    • Education / Educational Institutions
    • Geographic region
    • Age
    • Experience

    A final thought on diversity is it impacts your clients as well.  A more diverse work force can enhance an organization’s ability to attract diverse clients.  Example:  an office with diverse staff will be able to attract diverse clients because they see someone similar.  Don’t overlook the importance of how diversity impacts your clients.

    What does your organization do to ensure a diverse work environment?  How can diversity be improved?

    “Diversity is being invited to the party; inclusion is being asked to dance”.

    (Verna Myers)

    Thanks for walking with me!

    neon signage
    Photo by Ivan Bertolazzi on Pexels.com

  • Mentors provide valuable lessons for us to share

    man and woman discussing and sharing ideas
    Photo by The Coach Space on Pexels.com

    “Our chief want in life is somebody who will make us do what we can”.

     (Ralph Waldo Emerson)

    We all need someone to mentor and guide us on our journey.  I have had some great people step into my life and provide guidance needed for successful outcomes.  I reach out and thank them as much as possible because their lessons walk with me every day.

    I purposefully relay those same messages to my tree branches when needed.  So, the tree started with my mentors, and my goal is to keep it growing with new branches who will grow additional branches.

    Had an interesting conversation with one of my closest branches.  She mentioned she met with former students at their request and realized these students were branches from her tree.  I hope to continue to hear about additional tree branches sprouting in other areas.  How many branches have you added to the tree?

    Greatest lesson learned

    The greatest lesson I learned from my mentor is patience with others.  The pace of the world continues to accelerate but patient leaders provide direct reports the space to learn, make mistakes and grow.  Leaders who display patience in the work environment provide a space for reflection and active coaching when needed.  The exact lesson my mentor gifted me I call:  3 check-ins.  Sounds like a weird game for the work environment but I’ve seen it work and leverage it to this day.

    So, how does 3 check-ins work?  Great question!

    Example:

    You assign a work project to one of your direct reports with a specific due date.  Instructions are provided but you allow the direct report freedom to get the project completed prior to the due date.  The assigned project will have 3 check-in points built in where the leader comes back to the direct report to:

    • Make sure the assignment was understood (reflection)
    • Answer outstanding questions (learn)
    • Offer support/guidance if needed (coaching)
    • Adjust goals (as needed)

    The 3 check-ins are spaced out to allow for adjustments to the project if needed but keeps the direct report focused on positive outcomes.  Creating organized check points for the project shows the leader is a willing partner and seeks growth for team members.  This also eliminates the direct report from feeling like they are alone on the project.  We want them to take initiative but not feel they have no support.

    The 3 check-ins approach is not designed as a fancy way to micromanage a team.  It provides a support system to enhance professional growth and ensure successful outcomes for the entire team.  Also, the approach allows the leader to serve their team and maximize individual talents.

    How do you provide support when assigning projects to your team?  How can the 3 check-in approach enhance your operation?  (Please respond in the comments section below—thanks!)

    “The best teachers are those who tell you where to look—but don’t tell you what to see”.

     (Alexander K. Trenfor) 

    silver bitcoin
    Photo by Worldspectrum on Pexels.com

    “Play chess not checkers in the work environment.”

    (Calvin Williams)

    Thanks for walking with me!

  • Leverage individual communication styles to enhance team operations

    top view photo of people near wooden table
    Photo by fauxels on Pexels.com

    “In teamwork, silence isn’t golden, it’s deadly”.

    (Mark Sanborn)

    There are no two teams that are exactly alike.  Not the most prophetic thing I’ve ever written in this blog space but worth stating.

    Teams have different dynamics and function based on these things and the people who make up the team.  The most successful teams can leverage the talents of each team member into the overall organizational dynamic to ensure successful outcomes.

    We’ve discussed team communication strategies in previous posts with an angle to strengthen your team.  Individual communication styles and preferences should be reviewed and discussed when you add someone new to your team.  I’m sure everyone strives to hire the best candidate to fill an opening on their team.  How much thought do you put into understanding how to integrate the new team member’s communication style in with others?

    I’m a firm believer that leaders should know direct reports’ communication style and preferred way they want to receive information.  This knowledge allows leaders to seek ways to ensure they communicate in a way to maximize operational needs.  This knowledge has helped me when assigning tasks to team members.

    Example #1:  When faced with a project that has an extremely quick turnaround time, I normally assign this project to my ENFJ (MBTI) staff member.  This type project excites the staff member and I know they will get things done quickly with enough time for review before the deadline.

    Example #2:  When faced with a project due four months from today, I normally assign this project to my ISTJ (MBTI) staff member.  This type project allows the staff member time to plan, strategize and ask all the questions they need to for a successful outcome.

    The examples listed above are two actual scenarios I’ve tackled in the past.  Both had successful outcomes because I knew and understood how to engage staff to maximize their talents.  This in turn produced successful outcomes for the organization.

    Knowledge of individual communication styles also provides a blueprint to help build training plans to help staff members grow.  Introverted staff are not exempt from ever getting a task with a quick turnaround.  The leader needs to provide a more detailed set of instructions and understand they may have to follow-up with the staff member.  This process begins to stretch the staff member and helps their professional growth.  This also provides the leader with another staff member who can handle future quick turnaround projects and not wear out the extroverts.  Also, extroverted staff are not exempt from being assigned long term projects—training applies to all staff members.

    There are multiple ways to engage staff to understand their individual communication style.  MBTI and CliftonStrengths are two tools used in my work environments.  These tools allowed me to get a better understanding of everyone on my team and integrate this knowledge to help teammates understand each other as well.

    What’s the most successful way for me to understand how to communicate with my team?  I sit down with them and ask everyone how they like to receive information.  Simple, huh?  Then I make sure to communicate with everyone in a manner they identify (as much as possible).  Things pop up but I try to remain consistent with the communication process.  Direct reports seem to appreciate this fact and respond in a positive manner.

    A final note, leaders need to ensure their team knows how they like to communicate as well.  The team shouldn’t have to guess how to approach a leader.  This creates undo stress and is not productive.

    How do you account for individual communication styles in the work environment?  Can this knowledge impact your current organization?  (Please respond in the comments section below—thanks!)

    “Wise men speak because they have something to say; Fools because they have to say something”.

    (Plato)

    blackboard business chalkboard concept
    Photo by Pixabay on Pexels.com

  • Superhero work is tough but worth every minute!

    boy child clouds kid
    Photo by Porapak Apichodilok on Pexels.com

    “There is a superhero in all of us, we just need the courage to put on the cape”.

    (Superman)

    Who knew saving the world would be so tough?  Note:  I’m enjoying every minute of it!

    My current Walk into the Future allows me maximum flexibility on projects I decide to tackle.  Leveraging my why daily provides a foundation to ensure I’m getting things done the right way.

    Got a request to help a local high school student find renewed focus and create a schedule to enhance academic success.  I never ventured towards this demographic since my work with college students and experienced professionals fits my areas of interest.  I didn’t accept the request initially because I didn’t see how I could help.  My excuses were:

    • Not familiar with high school curriculum
    • Two parent home provides enough guidance
      • Why would a high school student listen to me and not parents?
    • My personal bias towards education
    • Not invested in this process

    Well, once I got out of my own way and viewed this as another opportunity to help someone succeed regardless of grade level, the obvious choice was to put on my cape and shiny boots and get down to what true superheroes do—save the world! 😊

    Decided to leverage the MBTI with my new tree branch and parents to determine a communication pattern in the household.  The MBTIs were extremely close, and this gave me additional information to begin our meeting.  Discussed the implications of the MBTI results and how we could leverage this information to create an action plan for success.

    Next, we discussed ways to bring a more organized approach to studying and getting assignments completed.  I thought this would have been an area that would create a level of resistance but was pleasantly surprised with the overall buy-in.  I didn’t create the organizational approach but suggested some things I thought would work; consistent study times, area, length and scheduled breaks.  I let the family discuss and recorded highlights so we could follow-up; wanted to ensure the family took responsibility for the learning outcomes with me serving as their resident superhero (guide).

    We were able to create a study schedule with predetermined breaks and a stated commitment from everyone to abide by this schedule.  Adjustments can be made as needed, but we need a consistent team effort to make this work for everyone.  Again, they agreed to the parameters and we moved forward as a unified group.

    The commitment was further verified when they ask me when they should follow-up with me for a progress report.  I wasn’t going to push this aspect but believe this shows a new level of progress and willingness to put the work in for success. We agreed to have follow-up sessions in two-week increments based on assignment due dates.  The follow-up sessions allow us to adjust as needed or provide an opportunity to praise progress.

    “Life doesn’t give us purpose.  We give life purpose”.

    (The Flash)

    Happy to report this process allowed me to stay true to my why:  to impact people in a positive way to leave them better than when I found them.

    Doesn’t really matter if it’s a high school student, experienced professional or a random person on the street.  Superheroes save the world regardless of how hard it may seem.

    spider man on top of building
    Photo by Josh Hild on Pexels.com

    “You don’t need to be strong like a superhero, you just need to be better than yesterday”.

    (Spiderman)

    Okay, enough superhero talk—need to take this cape off and my boots are hurting me feet!  Tomorrow’s another day! 😊

    Who can you be a superhero to today?  What would stop you from helping?

     “Wakanda Forever.”

    (Black Panther) 

  • The search for unicorns: Leverage the first-round interview

    horse chest piece on chess board

    Photo by schach100 on Pexels.com

    ‘Take risks:  if you win, you will be happy; if you lose, you will be wise.’

    (Unknown)

    Organizations looking to hire the next unicorn to join their team utilize multiple tools to get the desired results.

    The first-round interview is an avenue to further screen candidates who meet the baseline qualifications listed in a job description.  Organizations make a concerted effort to attract and hire the best possible candidate for their openings.  The preferred method to conduct a first-round interview will vary by organization and industry.  Some folks will swear by the telephone interview while others leverage technology and bring a video element to the first-round interview process.  Enhancing this process may allow organizations to spot and hire their next unicorn.

    selective focus photography of black rotary phone
    Photo by Pixabay on Pexels.com

    Telephone interviews:

    Yes, there still are organizations that leverage this method to screen candidates.  It allows candidates the ‘convenience’ of selecting a location to chat with interviewers.  This method also provides the opportunity to have documents (resume/cover letter/notes) readily available to refer to during the actual interview.  Candidates do not have to dress professionally for this type process, but it is recommended to get them into the right frame of mind.  Some do and some don’t; this may hinder a unicorn’s performance during the interview.  This type interview does not allow the organization seeking talent to get a full ‘view’ of the candidate.  Emotion, passion, desire and professionalism may not translate for everyone via a phone call.

    dell laptop computer on tablePhoto by Lisa Fotios on Pexels.com

    Video interviews:

    Google video interviewing software and you get results for a large amount of available options.  Recommend organizations research the software tools to fit their unique needs.

    Two familiar options are:  Skype and HireVue.

    Skype:

    Skype has been my go-to tool for conducting first-round interviews in previous roles.  The flexibility of Skype interviews allows for scheduling ease when hosting panel interviews.  This process provides a search committee with an opportunity to meet a candidate via a live feed to see their interactions with other committee members.  The candidate can also meet the committee via the live feed and engage them like a face to face meeting.  Facial expressions (good or bad), eye contact, and communication ability can all be ‘viewed’ on both sides of the video feed.  These real interactions can help when deciding if the candidate progresses to the next round in the interview process.  This is also a quick and easy way to gauge a candidate’s ability to utilize technology.  Creating a Skype account and using the software is not a highly complicated process.  This may highlight limited technology skills for the candidate (important if your organization values technology skills).

    HireVue:

    HireVue is a software package that provides organizations the ability to search a deeper pool of candidates.  Organizations can create the structure needed to ensure each candidate’s interview experience is consistent.  This concept can help to eliminate perceived or real bias in the interview process. Candidates receive a HireVue interview request via email with a link to select with a deadline to complete the video interview.  Instructions on computer, camera and microphone capabilities are provided to test run prior to conducting the interview.

    HireVue also enables candidates to try ‘practice questions’ and record themselves with real playback as many times as needed to get comfortable. All candidates are presented with the same written interview questions/situations in exact order.  They are provided time to gather their thoughts and notes with a countdown clock.  Candidates then provide their video recorded response to each question with a scheduled pause between questions.  The recorded responses are compiled at the end and provided directly to the hiring organization (committee) for review and final assessment.  Successful candidates are then provided instructions for the next round of the interview.

    HireVue is another quick and easy way to determine a candidate’s technology capabilities.

    Again, there are a lot of ways to look for and hire a unicorn.  Recommend organizations find a method that provides multiple ‘touch points’ to ensure they are using a platform to bring out the very best of each candidate.  You don’t want to miss the unicorn and bring in a candidate who had a great ‘phone’ voice but nothing more once you meet them for the first time.

    How does your organization find and hire unicorns?  What things can your organization improve in the first-round interview process?  Curious and eager to learn more—thanks!

    marketing school business idea
    Photo by Gerd Altmann on Pexels.com

  • Please Feed the Unicorns

    Unicorns: something unusual, rare or unique. (Merriam-Webster)

    The term or concept of the mythical unicorn comes up in my conversations from time to time.  The unicorn can symbolize different things for people; from the image of a horse like creature with a single horn, to a magical being or someone who is unique.

    I’ve been called a unicorn in multiple settings.  I wear this designation as a badge of pride because being a unicorn means I have a uniqueness about me.

    My life and career pivots have taken me from a computer analyst, classroom instructor, conference planner (US Air Force), career specialist (Macon State College), guidance counselor (Government contractor), adjunct psychology professor (multiple schools), employee development consultant (Goodwill), employer relations (UCF & FSU) and now a blogger/consultant/speaker.  The ability to adapt and believe I can pivot into different settings/outcomes generates the unicorn concept some associate with me.

    I have a lot of great mentors and friends who provide advice and support to ensure I’m prepared for the next pivot.  The efforts from my mentors/friends/tree branches provide me with a platform to stretch my professional boundaries to ensure I’m continually growing.

    How do they do that?  They feed the unicorn:

    • Display a desire to partner
    • Willing to share knowledge
    • Expert listeners
    • Words and actions match (Consistency)
    • Regular check-ins
    • Positive affirmations
    • Tough love when needed

    The list above can be used by YOU to feed the unicorns you meet in your daily lives.  You can add more ‘feeding’ variables based on the unique situations encountered but my list is a starting point to engage others daily.  I’m sure there’s someone you work with who would benefit from being treated as a unicorn.  They may not realize their uniqueness or potential until you start to feed the unicorn.  You may be surprised by the number of unicorns around you once you start the feeding process.

    FYI—I consider everyone who follows and/or reads the Walk Into the Future blog, unicorns.  My words, thoughts, and adventures are designed to help you forge your own unique path on your personal walk.

    Thanks for inspiring and feeding me as well!

    Unicorn

  • The Big Gulp: How do you handle it?

    “I never do business with anyone where I have to take a big gulp to move forward”.

    (9 Things You Simply Must do to succeed in Love and Life)

    The quote above comes from a book written by one of my favorite authors, Dr. Henry Cloud.  It is a piece of advice he received from a mentor when faced with a big business decision.  This concept can be used in multiple situations and has been a big part of my life.

    I was able to leverage this quote with one of my most positive ‘tree branches’ last week to help with a decision she was facing.  I’m encouraged with my ability to shape this quote to help my tree branch and others when faced with tough choices.

    I was introduced to the written works of Dr. Henry Cloud during a career development course while finishing my masters program in Counseling/Human Relations.  The book was so influential it was the first college text book I decided to keep for my personal library.  Most days you will find this book on me as I refer to it constantly for additional insight.

    The Big Gulp can be defined as the apprehension you may feel prior to making a commitment.  The commitment could be business related, personal or a combination of both.  How you handle life’s Big Gulp moments can increase your level of happiness as you move forward on your Walk into the Future.

    My personal Walk into the Future has been defined by leveraging Big Gulp moments to my advantage.  I never accept deals, offers or partnerships with anyone I would have to take a Big Gulp before moving forward.  I didn’t heed this concept a few times and moved forward and regretted every minute of the partnership.  It took me a few times to experience this before I became a firm believer in this process:  when offered something I would have to take a Big Gulp before moving forward, I do not accept it.

    The opportunity may seem like the best thing ever, but the Big Gulp reaction should identify additional research is needed.  The Big Gulp reaction comes from past experiences where things didn’t seem quite right or the person offering you the deal has done things in the past to make you cautious.  Trust your instincts when faced with these situations.  Better yet, run the situation by your mentors for additional insight.  I recommend you share your apprehensions with your mentors so they can provide advice to cover all angles of the decision.  The ultimate decision belongs to you but remember the Big Gulp came from somewhere.

    Can you isolate the Big Gulp to something tangible?  Can you trust the person offering you the opportunity?  There are other things to consider, but these are a few to help jump start the process.

    Have you ever experienced a Big Gulp moment and still moved ahead?  How did that experience work out for you?

    How can you leverage the Big Gulp moving forward?  I welcome your thoughts—thanks!

    References

    Cloud, Henry. (2004) 9 Thing you simply must do to succeed in love and life. Brentwood, TN: Integrity.