Once again, Jill Geisler at the Poynter Institute perfectly captures the challenges and struggles for leaders during these turbulent economic times. Her current column focuses on newsroom managers, but she is speaking truth to leaders in all types of organizations.
This is important information for employers and employees. Read it.
The Private Hell of Managers Facing Newsroom Cuts
Thursday, April 16, 2009
Monday, April 13, 2009
Pain, Courage and Perfection
Spring is the harbinger of the award season in American journalism. In broadcasting, the College of Journalism and Mass Communication at University of Georgia already has announced the winners of its George Foster Peabody Awards for work done in 2008. Columbia University will reveal the recipients of the 2009 Pulitzer prizes next Monday.
Midway through the season comes the Medill Award for Courage in Journalism, presented by the Medill School of Journalism at Northwestern University (disclosure: I attended grad school at Medill). The 2008 Medill Medal went to Cleveland Plain Dealer reporter Joanna Connors for her series "Beyond Rape: A Survivor's Journey."
Connors recounted the story of her 1984 attack and rape, and her subsequent journey to address, confront and regain control over the aftermath of those events.
I first read Connors extraordinary self-reporting in May 2008, when the Plain Dealer ran the multi-part series. What blew me away was not only the quality of the writing (which was superlative), but the exacting standard of truth which permeates every detail. Connors' self awareness is painful at points: the blame she assigns herself for entering a dangerous place; her admission of how fears of racial discrimination lead her to doubt her instincts; her acknowledgment of how race and class differences affected the outcome of her case; the balance of her empathy for the violent and disadvantaged life of her attacker against her understandable lack of forgiveness for his crime; and how her love and concern for her teen-aged daughter lead her to confront long-buried wounds and unresolved fears.
I wanted to blog about Connors' series as soon as I read it, but I worried that writing about her journey in a blog titled "Present Perfect Coach" might dishonor her testimony.
Almost a year later, I know that people who read Connors' series, or hear her description of her journey (found here in an interview with NPR's Michel Martin on the show "Tell Me More,") will embrace what is perfect about Joanna Connors and her courage.
I have made this point before in this blog, but it cannot be repeated enough: all of us get crap in our lives; some more than others and sometimes beyond our imaginations.
It's not what you get; it's what you do with it. Even 23 years later.
Congratulations, Ms. Connors, and thank you.
Midway through the season comes the Medill Award for Courage in Journalism, presented by the Medill School of Journalism at Northwestern University (disclosure: I attended grad school at Medill). The 2008 Medill Medal went to Cleveland Plain Dealer reporter Joanna Connors for her series "Beyond Rape: A Survivor's Journey."
Connors recounted the story of her 1984 attack and rape, and her subsequent journey to address, confront and regain control over the aftermath of those events.
I first read Connors extraordinary self-reporting in May 2008, when the Plain Dealer ran the multi-part series. What blew me away was not only the quality of the writing (which was superlative), but the exacting standard of truth which permeates every detail. Connors' self awareness is painful at points: the blame she assigns herself for entering a dangerous place; her admission of how fears of racial discrimination lead her to doubt her instincts; her acknowledgment of how race and class differences affected the outcome of her case; the balance of her empathy for the violent and disadvantaged life of her attacker against her understandable lack of forgiveness for his crime; and how her love and concern for her teen-aged daughter lead her to confront long-buried wounds and unresolved fears.
I wanted to blog about Connors' series as soon as I read it, but I worried that writing about her journey in a blog titled "Present Perfect Coach" might dishonor her testimony.
Almost a year later, I know that people who read Connors' series, or hear her description of her journey (found here in an interview with NPR's Michel Martin on the show "Tell Me More,") will embrace what is perfect about Joanna Connors and her courage.
I have made this point before in this blog, but it cannot be repeated enough: all of us get crap in our lives; some more than others and sometimes beyond our imaginations.
It's not what you get; it's what you do with it. Even 23 years later.
Congratulations, Ms. Connors, and thank you.
Tuesday, April 7, 2009
Workplace Bullies, and What To Do About Them
Bea Fields, a leadership and business coach I really respect and admire, uses her blog about Millennial Leaders ("Millennials" being defined as those Generation Y 20-somethings who are moving into the workplace in increasing numbers) to caution about the pervasiveness of bullying in both schools and the office.
Bea (along with another great coach, Scott Wilder and other contributors) literally wrote the book about Millennials and the ways their presence is changing the workforce and traditional approaches to problem-solving. Millennial Leaders should be required reading for any executive who is planning for the long run.
In her blog today, Bea notes that just as children can be reluctant to report or talk about the bullying they suffer, young adults in the work place also can uncertain about what constitutes bullying, and its negative consequences. This article from Forbes.com offers more specific information.
Thanks, Bea, for bringing attention to an issue that should concern leaders and employees in any organization.
Bea (along with another great coach, Scott Wilder and other contributors) literally wrote the book about Millennials and the ways their presence is changing the workforce and traditional approaches to problem-solving. Millennial Leaders should be required reading for any executive who is planning for the long run.
In her blog today, Bea notes that just as children can be reluctant to report or talk about the bullying they suffer, young adults in the work place also can uncertain about what constitutes bullying, and its negative consequences. This article from Forbes.com offers more specific information.
Thanks, Bea, for bringing attention to an issue that should concern leaders and employees in any organization.
Thursday, April 2, 2009
Beautiful Music
Music has been a constant in my life. From the 78 rpm Count Bassie LP's my parents would play, through my siblings' Motown 45's; classical and pop music concerts, vinyl LP's, CD's and music downloads. An eclectic variety of music presented in multiple formats. While the music has been a constant, its variations and its delivery change continuously. I am reminded of that reality by two very different musicians: Benjamin Zander and Ophir “Kutiman” Kutiel.
Benjamin Zander is the conductor of the Boston Philharmonic. Not only is he known around the world as both a guest conductor, he also is a sought-after speaker on leadership. He sees the creation of music and its harmonies as a metaphor for bringing out the best in ourselves and others. He explores these ideas about leadership in the book he co-authored with his wife Rosamund Stone Zander, The Art of Possibility. He also demonstrates his approach in this February 2008 presentation to the T.E.D. (Technology, Entertainment and Design) Conference In Monterrey, California.
"Kutiman" is an Israeli musician and producer who is blowing up in the world of viral videos. His achievement: mashing up hundreds of unrelated musical performances found on YouTube and creating cohesive, tight, unique songs. The result of his work, titled "Thru You," can be heard and viewed here, including snippets of the various videos used in the production.
Both men show way creativity and flexibility are essential for leadership. Kutiman saw the potential in the raw material he found on YouTube, yet had no opportunity to change any of the performances he used. Instead, he painstakingly wove each piece together to produce something beyond the imaginations of any of the individual contributors.
Zander, working in a far different musical medium, recognizes the most important part of his own contribution in presenting orchestral work. "The conductor of an orchestra doesn't make a sound," he says. "He depends, for his power, on his ability to make other people powerful."
He adds: "I realized my job was to awaken possibility in other people"
Something we all should remember. Because by empowering other people, we empower ourselves.
Benjamin Zander is the conductor of the Boston Philharmonic. Not only is he known around the world as both a guest conductor, he also is a sought-after speaker on leadership. He sees the creation of music and its harmonies as a metaphor for bringing out the best in ourselves and others. He explores these ideas about leadership in the book he co-authored with his wife Rosamund Stone Zander, The Art of Possibility. He also demonstrates his approach in this February 2008 presentation to the T.E.D. (Technology, Entertainment and Design) Conference In Monterrey, California.
"Kutiman" is an Israeli musician and producer who is blowing up in the world of viral videos. His achievement: mashing up hundreds of unrelated musical performances found on YouTube and creating cohesive, tight, unique songs. The result of his work, titled "Thru You," can be heard and viewed here, including snippets of the various videos used in the production.
Both men show way creativity and flexibility are essential for leadership. Kutiman saw the potential in the raw material he found on YouTube, yet had no opportunity to change any of the performances he used. Instead, he painstakingly wove each piece together to produce something beyond the imaginations of any of the individual contributors.
Zander, working in a far different musical medium, recognizes the most important part of his own contribution in presenting orchestral work. "The conductor of an orchestra doesn't make a sound," he says. "He depends, for his power, on his ability to make other people powerful."
He adds: "I realized my job was to awaken possibility in other people"
Something we all should remember. Because by empowering other people, we empower ourselves.
Saturday, March 28, 2009
Making Connection
Since the beginning of the year, I've had the privilege of coaching groups of workers in transition. Most are journalists, many have been laid off, all wonder about their employment future in these turbulent economic times.
These days, everyone has heard the post-layoff cardinal rule of job hunting: network, network, network. Tell everyone you know that you're looking. Reach out to people you know well, and those you barely know at all. Email your entire address book.
Online social networks now are playing a more visible role in the job search process. Facebook, Linkedin and Twitter all have applications and subgroups that target people looking find employment or new opportunities.
At the same time, online job listings rule the lives of many job seekers. They plan their days around perusing mega sites like monster.com or careerbuilder.com, the huge database of federal openings on usajobs.gov. They may move on to the opportunities posted by Internet sites like Yahoo and AOL, and then devote time to Craigslist and more traditional newspaper online classifieds. Hours each day in front of a computer screen, reading ads and mentally trying on each position for a possible fit.
With all these new electronic options, you'd think the job of finding a job would be easier. That's not what I'm hearing. People are weary, isolated and dispirited.
Be honest: how healthy can it be -- physically or mentally -- to spend hours in front of a computer screen scrolling through endless descriptions of the perfect employee? Measuring yourself against hundreds of Human Resources fantasies?
And here's a little secret: there can be a certain kind of seductiveness to the antiseptic nature of the electronic job search. You can avoid retelling the story of your joblessness, and whatever feelings of hurt, anger, rejection and shame that you may have attached to it.
There's a sense of safety alone on your side of the computer screen.
Here's what I know: the most powerful job contacts are based on relationships. And relationships require care and maintenance, where over coffee, over the phone or over the Internet.
That means doing more than sending a mass email blast to let people know you're looking for work. It may mean reaching out to people with whom you share some real connection or interest. The guy you used to talk to in the break room at your old job. The soprano who stands behind you in the church choir. The sympathetic soccer dad who encourages your kid despite his dribbling challenges. The former classmate who you helped get through Econ 101. The customer you helped with a new product. The community leader who got a fair break from you during a time of controversy.
These are the people who know you and can vouch for you. They can be more powerful than any anonymous online job posting.
Online, connections can be enhanced posting a comment about a link posted on someone's Facebook page. Or joining the discussion with members of a shared interest group on Linkedin. Or responding to an intriguing tweet.
The main thing to remember is that connection is a two-way street. Reaching out also means asking about the other person -- their lives, their hopes, their challenges.
Sometimes, it's not all about you.
Connection has benefits beyond the job search. It reminds us of that we're all in this together, that everyone has challenges, that a getting a job is a means to achieve certain goals -- not the goal itself.
Connection provides perspective. And in these chaotic times, perspective is invaluable.
These days, everyone has heard the post-layoff cardinal rule of job hunting: network, network, network. Tell everyone you know that you're looking. Reach out to people you know well, and those you barely know at all. Email your entire address book.
Online social networks now are playing a more visible role in the job search process. Facebook, Linkedin and Twitter all have applications and subgroups that target people looking find employment or new opportunities.
At the same time, online job listings rule the lives of many job seekers. They plan their days around perusing mega sites like monster.com or careerbuilder.com, the huge database of federal openings on usajobs.gov. They may move on to the opportunities posted by Internet sites like Yahoo and AOL, and then devote time to Craigslist and more traditional newspaper online classifieds. Hours each day in front of a computer screen, reading ads and mentally trying on each position for a possible fit.
With all these new electronic options, you'd think the job of finding a job would be easier. That's not what I'm hearing. People are weary, isolated and dispirited.
Be honest: how healthy can it be -- physically or mentally -- to spend hours in front of a computer screen scrolling through endless descriptions of the perfect employee? Measuring yourself against hundreds of Human Resources fantasies?
And here's a little secret: there can be a certain kind of seductiveness to the antiseptic nature of the electronic job search. You can avoid retelling the story of your joblessness, and whatever feelings of hurt, anger, rejection and shame that you may have attached to it.
There's a sense of safety alone on your side of the computer screen.
Here's what I know: the most powerful job contacts are based on relationships. And relationships require care and maintenance, where over coffee, over the phone or over the Internet.
That means doing more than sending a mass email blast to let people know you're looking for work. It may mean reaching out to people with whom you share some real connection or interest. The guy you used to talk to in the break room at your old job. The soprano who stands behind you in the church choir. The sympathetic soccer dad who encourages your kid despite his dribbling challenges. The former classmate who you helped get through Econ 101. The customer you helped with a new product. The community leader who got a fair break from you during a time of controversy.
These are the people who know you and can vouch for you. They can be more powerful than any anonymous online job posting.
Online, connections can be enhanced posting a comment about a link posted on someone's Facebook page. Or joining the discussion with members of a shared interest group on Linkedin. Or responding to an intriguing tweet.
The main thing to remember is that connection is a two-way street. Reaching out also means asking about the other person -- their lives, their hopes, their challenges.
Sometimes, it's not all about you.
Connection has benefits beyond the job search. It reminds us of that we're all in this together, that everyone has challenges, that a getting a job is a means to achieve certain goals -- not the goal itself.
Connection provides perspective. And in these chaotic times, perspective is invaluable.
Friday, March 20, 2009
It's Alright to Fight
This must be my week for gifts of inspiration. This gem comes from another Washington area coach: Bruce Ervin Wood. Brings to mind the Abraham Lincoln example of "A Team of Rivals:"
Adapted from Blues Ain’t Nothing But a Good Soul Feeling Bad
By Sheldon Kopp
March 14
Some people assume that when a co-workers argue, their ability to get their job done is impaired. Paradoxically, it is often when teams don’t argue that people are startled to learn that a key player decides to resign. “How could that be?” those who remain wonder. “We never said a cross word to each other.”
It’s hard enough to live with conflict within ourselves. How much more difficult is it to work with someone without expressing the dissatisfaction with our differences, arguing them out whenever possible, and negotiating when we cannot convince the other that our way is best?
A working relationship untested by open conflict cannot be trusted. Beneath the surface of calm of seeming accord is the simmering turbulence of uncertainty about whether or about whether the team would smoothly function if we were open about unstated conflicts.
Anyone worth working with is worth fighting with.
Bruce Ervin Wood, SPHR, PCC
Adapted from Blues Ain’t Nothing But a Good Soul Feeling Bad
By Sheldon Kopp
March 14
Some people assume that when a co-workers argue, their ability to get their job done is impaired. Paradoxically, it is often when teams don’t argue that people are startled to learn that a key player decides to resign. “How could that be?” those who remain wonder. “We never said a cross word to each other.”
It’s hard enough to live with conflict within ourselves. How much more difficult is it to work with someone without expressing the dissatisfaction with our differences, arguing them out whenever possible, and negotiating when we cannot convince the other that our way is best?
A working relationship untested by open conflict cannot be trusted. Beneath the surface of calm of seeming accord is the simmering turbulence of uncertainty about whether or about whether the team would smoothly function if we were open about unstated conflicts.
Anyone worth working with is worth fighting with.
Bruce Ervin Wood, SPHR, PCC
Tuesday, March 17, 2009
Hire A Journalist!
Once again, Jill Geisler from the Poynter Institute for Media Studies hits it out of the park. More evidence of why I keep a link to her column on the left rail of this blog.
Jill lovingly breaks down some of the best qualities of good journalists and why employers should want them. This is an exercise that anyone can do, no matter what their profession or job function. Breaking your work down to its basic components reveals the what you like, what you don't like, what you're good at, what you want to do more. From there you can identify more options, more possibilities.
I know not to mess with perfection. Read Jill's column!
http://www.poynter.org/column.asp?id=34&aid=160112
Jill lovingly breaks down some of the best qualities of good journalists and why employers should want them. This is an exercise that anyone can do, no matter what their profession or job function. Breaking your work down to its basic components reveals the what you like, what you don't like, what you're good at, what you want to do more. From there you can identify more options, more possibilities.
I know not to mess with perfection. Read Jill's column!
http://www.poynter.org/column.asp?id=34&aid=160112
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