Monday Mornings with Madison

Category Archives:
People skills

Why Multitasking Actually Reduces Employee Productivity and Precision

Walk down any busy street in America and you are likely to see people crossing the street while texting. In any break room, you’ll see people eating lunch while using their smart phones to check social media sites. In most offices, you’ll see people having phone conversations with colleagues or customers while simultaneously surfing the web or writing an email. Some might even have two different cell phones, one to each ear, while talking to yet a third person in person. (This is not an urban legend. I’ve witnessed it.)
Dubbed ‘multitasking’, the ability to do two or more things at the same time is considered a plus in many jobs and essential for some occupations. Indeed, many employers talk about multi-tasking like it’s a good thing. There are very few occupations where multi-tasking would be frowned upon. Perhaps brain surgeon or race car driver. Otherwise, the ability to juggle multiple projects, tasks, or even conversations simultaneously is regarded as increasingly valuable by employers. But is it truly a good thing? And is multitasking even real? Can the human brain really multi-task? If not, what is really going on when a person is doing two or three or four things at once? And how does this impact their productivity and precision?
Continue reading

Leave a comment

Is Pride A Quality or Flaw at Work?

Pride is one of those puzzling traits that is seen at times as a positive and sometimes as a negative. On the one hand, we are encouraged to be proud of our accomplishments. Training seminars tout the need to take pride in the work we do. From a very young age, we are told that we should be proud to be Americans. We are expected to be proud of our accomplishments and of the accomplishments of our children and family. We hear things like: “Show some pride!” “Stand Up for yourself!” “Walk tall!” “Don’t be a doormat!” “Be proud of who you are!” “Stick out your chest and hold your head high!”

On the other hand, haughty pride is seen as the opposite of the spirit of humility. The proud are seen as so blinded by their pride that they think there is no higher power. So is pride a quality or a flaw? For example, is it wrong for an Olympic athlete to know they’re good at their sport? What is the dividing line between recognizing the truth about oneself and being prideful? Is it okay to have pride in one’s work or be proud of one’s accomplishments? How does pride impact a person’s work? Where is the line between being appropriately culturally confident and being prideful? Continue reading

Leave a comment

Build Confidence

Confidence is a topic that should interest anyone in business and every professional, executive and entrepreneur, male and female alike. Confidence is an essential quality found in most successful people. It is a quality that is not just fed by success, but typically precedes success. Most successful people were confident even before they were successful. It makes sense. People are drawn to those who are confident. Confidence is a magnet that attracts people, lures business and invites success.

Yet, for many, confidence is also elusive. There is no point in telling someone who is insecure, hesitant or unsure to “just be more confident.” To many people confidence is like a mirage in the desert… it is that vibrant place off in the distance, unreachable and unattainable. But if it is a precursor to success, then how does one go about boosting one’s confidence? Here are some tips to boost confidence and come into your own! Continue reading

Leave a comment

The Need To Lead

Much has been written and said about management and leadership over the last century. The question most often posed is whether there is a difference between managing and leading. The simple answer is yes. But separating the two is not so simple. More importantly, in today’s world, not only is it nearly impossible to separate management from leadership, it isn’t even practical or good.

Once upon a time — at the height of the industrial revolution and before the advent of the technological revolution — it was correct to call a manager just that…. a manager. The foreman of an industrial-era factory gave little thought to what was being produced or about the people producing it. His job was to follow orders, organize the work, assign the necessary tasks to the right people, coordinate the results, and ensure the job was done as ordered on time. The focus was efficiency. The typical foreman managed work; not people.

Today, management and leadership go hand-in-hand. They are not the same or synonymous but they are inextricable. If we were to boil it down to a singular statement, the manager’s job is to plan, organize and coordinate while the leader’s job is to inspire and motivate. But there is more to it than that. In today’s complex workplace, it is vital that every organization have people who can lead and people who can manage… preferably some who can do both. Unfortunately, there tends to be too much management and not enough leadership. What are the primary differences between leading and managing? Why is there a greater need for people who can lead? Continue reading

Leave a comment

Employee Loyalty: A Balancing Act Between Workplace Demands and Employee Needs – Part 2

Companies and their management are constantly weighing the needs of the business with the wishes of employees. It is a balancing act. When done well, a company is able to provide enough flexibility, incentives, inspiration and consideration for the well being of its employees while still ensuring the needs of the business are met. When companies such as Best Buy or Yahoo are struggling, however, management finds itself in the difficult position of having to make sharp adjustments to policies in order to achieve balance again. Those adjustments can often be difficult to swallow for the organization’s employees. In the case of Yahoo, for example, their policy rescinding remote employees primarily impacted about 200 workers employed to work from home full time. The decision was met with a huge outcry internally and a great deal of criticism externally. What Yahoo may have gained in improving innovation and collaboration may ultimately be lost in employee loyalty and morale. That remains to be seen.

While businesses like Yahoo and Best Buy may find it necessary to rescind employee-friendly workplace policies, it is certainly not the national or global trend. Many companies, particularly those that are cutting-edge or are fiercely fighting to lure top talent away from competitors, are looking for more ways to provide employees with a work structure that makes sense for both the business and the individual. This is especially since women now make up such a big part of the workforce. As companies move forward in an age of better technology with employees who value work/life balance, managers will increasingly have to grapple with their own position on workplace policies. What should businesses take into consideration as they try to strike a balance between a company’s needs and the needs of its employees? Continue reading

Leave a comment

Employee Loyalty: A Balancing Act Between Workplace Demands and Employee Needs – Part 1

Across every industry, companies today are competing to hire and retain employees with the strongest skills. While the unemployment rate may still be high, most companies will attest that there is a shortage of top talent. According to Forbes, some of the most sought-after skills today include: critical thinking, complex problem solving, judgment/decision making, active listening, computer, math, operations and systems analysis, monitoring/ assessment, programming, sales and marketing. Anyone with a combination of these skills — the top skills desired for the most in-demand jobs in 2013 — is considered highly valuable. To attract and retain the most talented workers, many employers have offered workplace accommodations that cater to employees’ needs including working remotely, flexible schedules, relaxed work attire, etc. These accommodations are meant to meet needs and thus increase employee loyalty. After all, without employee loyalty, employers have to fill the same positions over and over as the most skilled employees are hired, work for a short time, and then leave.

By the same token, companies find themselves in the unique position of also needing to remain relevant and competitive, which sometimes flies in the face of employee needs. For example, two major companies — Yahoo and Best Buy — recently found themselves trying to balance internal demands against employee needs. At Yahoo, new CEO Marissa Mayer announced that she was abolishing the company’s work-from-home policy in an effort to create a new culture of innovation and collaboration. To do that, she said employees needed to physically report to work. While Mayer said her decision was not meant as a referendum on working remotely, Yahoo did paint a picture of a company where employees were aimless and morale was low. No sooner did Yahoo make its announcement and another ailing company followed suit. Best Buy announced that it also would no longer permit employees to work remotely, reversing one of the most permissive flexible workplace policies in the business world. However, both companies are already viewed as struggling to remain relevant and competitive.

Do such moves help reinvigorate ailing companies or will these steps simply push top talent to leave those companies even faster? How are such actions perceived by employees? And what should businesses take into consideration as they try to strike a balance between a company’s needs and the needs of its employees? Continue reading

Leave a comment

Perspiration: The Role of Hard Work in Success

Over the last two weeks we looked at the role of motivation and inspiration in success. Most people who are successful have both internal sources of motivation and external sources of inspiration. Combined, they provide a great deal of the impetus that makes things happen. But the truth is that even the most successful, driven people have times when there are neither motivated nor inspired. At those times, the job still has to get done.

When motivation and inspiration both run out, that is when it is time to rely on the good, old-fashioned work ethic. The most successful people know that there is no substitute for hard work. Long after bursts of motivation run dry and sparks of inspiration fizzle out, perspiration – rolling up the sleeves and putting the nose to the grindstone — is what carries the day. Forget the adage about ‘working smarter, not harder.’ At the end of the day, evidence shows that what is often needed most is just simple hard work. Here’s why. Continue reading

Leave a comment

Motivation and Inspiration: Two Key Ingredients for Success

Speak to anyone involved in doing something creative for a living, and you are bound to hear a lot about inspiration. Artists. Musicians. Entrepreneurs. Writers. Actors. Inventors. Photographers. Architects. Most will reference muses or sources of inspiration. For some, it is divine inspiration. For others, inspiration comes from nature… the light, the ocean, mountains, or sky. Still others are inspired by people and their stories… a muse or coach. Inspiration is the stimulation from an outside source that spurs a person to special or unusual activity or creativity. But since inspiration comes from outside, it is often out of one’s control. For some, inspiration is like lightning… it strikes and then is gone.
So how does one ‘find’ inspiration? If it is an external source, is it possible to seek inspiration? And can someone set out to inspire another? Is inspiration completely spontaneous, or is it something that can be attained, given or harnessed? Continue reading

Leave a comment

Motivation and Inspiration: Two Key Ingredients for Success

Much has been written about both motivation and inspiration. People often use the words ‘motivated’ and ‘inspired’ interchangeably. Yet, the two words are actually not synonymous.
Motivation is when an individual brings his/her own impetus to a job, task or action. According to Websters, it is defined as “the force that drives an organism to act towards a desired goal and elicits, controls, and sustains goal-directed behaviors.” Motivation is rooted in a basic impulse to optimize well-being, minimize physical pain and maximize pleasure. For example, when a person is motivated to do a job well, there is an internal force compelling him/her to optimize their own well-being. What triggers the motivation might be an internal value such as wanting to do a job well or desiring to overcome a challenge, or the trigger may be an external factor such as getting recognition, be promoted, get a raise or earn a bonus. But regardless of whether the trigger comes from within or outside, the motivation to act is a personal force.
Inspiration, on the other hand, is not an internal, personal force. It is a stimulation from an outside source that spurs a person to special or unusual activity or creativity. Inspiration can come from another person that acts like a muse or coach. There is also divine inspiration; a spiritual push or rousing that compels or prompts a person to act.
Although they might lead to the same outcome, what differentiates them has to do with the source. Motivation – even when linked to external forces – ultimately comes from within whereas inspiration comes from outside. Motivation is a personal responsibility while inspiration is the responsibility of others. Let’s start with our own behavior. How does one motivate oneself? Continue reading

Leave a comment

Super Salesmanship

The leadership at every company wishes every employee who interacts with customers was a ‘super salesperson’. Imagine what a company could achieve if all of its employees – that includes anyone dealing with potential customers – did everything possible to convert each potential customer into an actual customer. That is surely every Sales Manager’s dream… or perhaps, they might say, fantasy. Most Sales Directors would likely say “It is easier said than done to make all employees into super salespeople.” After all, there are millions of books, videos, articles, blog posts and consultants touting the best guidance on how to improve sales. If improving sales was easy or if there was a perfect proven formula, there would be no need for so much advice.

Yet, it may be that the best strategies to supersize sales for any company can be found within the company. That is often what managers and leaders find when they step back and observe their own company employees in action. Instead of looking outside to gurus and experts, the best sales ideas often bubble up from within. How might a company begin to identify super sales ideas within their own organization? And how can a company then leverage those ideas to improve sales across the board? Here’s how.
Continue reading

Leave a comment