Quiet Quitting
In chatting with a woman who is doing some work for me she asked if I’d heard the term “quiet quitting”. I hadn’t and she proceeded to tell me what it referred to. Simply stated, it's a condition whereby people do the minimum amount of work they are assigned and they do so without energy and passion. I’ve been writing about the Disengaged Workforce for more than a few years now using Gallup’s Annual Research Reports on the World of Work. It's a serious problem.
Within a few days of this conversation, I saw the term a few more times: once from Tony Robbins. Next, I noticed it was “trending” on LinkedIn. Soon, it began to show up everywhere! The term is warranting greater press these days perhaps because members of Gen Z are digital natives and use social media almost exclusively as a means of workplace communication. . Employers are focusing the blame on their Gen Z employees. They assert that Gen Z is lethargic and lacking in work ethic. I think this is misguided. My years of experience have me viewing quiet quitting differently…
I believe that quiet quitting is a result of disengagement. Employee disengagement is an under the radar problem which I and Gallup have been addressing for years. Why, you might ask? A glance at the stock market demonstrates profits for some large corporations have soared during the Pandemic. Many continue to enjoy record profits, even as the stock market has been down over the last few months.
A large element of quiet quitting is that people are not receiving a living wage. Employers experience record growth as a result of the employee’s labor, and yet employees all too often are not able to live on the wages they are paid. Hence, many workers have left the job market to pursue other more satisfying and profitable employment opportunities or passions.
Suddenly new terminology has arisen and employers are taking notice of this new phrase: quiet quitting. They now blame Gen Z for this phenomenon which has been emerging for decades.
Heaven forbid they should assume some responsibility for the seriousness of the problem now.
Harvard Business Review estimates there is over $3 trillion in waste in today’s corporate bureaucracies. One Wall Street Journal Op Ed contributor commented how in most industrialized nations.managers have many more than 4 or 5 immediate subordinates, which is the norm in US workplaces.
Architecture and interior design firms recognize that structure affects people’s behavior. It's an underlying principle of their studies yet we have not addressed it in our large work systems.
If you have the good fortune to travel to Europe in August, you know that everyone except those in the tourist industry are enjoying their company sanctioned month’s vacation. Step away from work for a month and you return energized. Most Americans don’t even take two consecutive weeks off.
Requisite Organization (RO) is a comprehensive approach to large work systems established by Dr Elliott Jaques. This system, which has informed my coaching and consulting, consists of a core set of principles. Briefly put, the work system can be viewed as a living, breathing, dynamic organism. It has a purpose and core set of values around which the structure is built. Key to RO is a scientific grid which differentiates work from the simplest to the most complex. For example, when in a consultative mode I teach that first line managers can manage up to 60 people. This enables workers to actually differentiate who their “real boss” is within a larger organization, eliminating the frustration and “bad will” that occurs when they ask their supervisor for a raise. Supervisors can only recommend a raise to the manager or “real boss”.
I love this stuff and know in my bones and by client comments that it works. It takes time for employers to get the hang of it. Once that is accomplished, the culture of the organization is transformed as dialogue begins to occur at all levels. With the elimination of bureaucracy, space is made for creativity and innovation. and increased profitability blossoms.
Employees who are engaged, appreciated, and empowered? They have space to breathe and room to grow. As for “quiet quitting”? There is no need for it when an employee is excited about work!
Let's ignite a dynamic energy in your company. I'm excited to get started, so call me today!
Music As Metaphor
I’ve often struggled to characterize how working with Bova Enterprises (BE) could be distinguished from working with other executive coaches or consultative projects. I recall my attempts at creating an “elevator pitch”. I'd been honing my craft for years.
I knew what I needed to do: put my accumulated knowledge, skills, and experiences into a few engaging sentences. Actually doing this? It was torture. I needed some creative artistry.
Recently I found a solution from a surprising source: Classically trained South African cellist Abel Selaocoe. In a recent interview, Mr Selaocoe spoke of the importance of fresh approaches and the importance of selecting the right collaborators. He noted: “As soon as you have curiosity in the room, 70% of the job is done”.
Aha! As I enjoyed a glass of wine while listening to Mr Selaocoe’s music, I saw myself in his music: working intuitively and jamming as jazz musicians do. Musicians are steeped in the structure of knowing their instrument but masters can trust themselves to go somewhere they haven’t been before. I caught a glimpse of my elevator pitch!
Many years ago while I was studying organization and systems theory at the Gestalt Institute of Cleveland, one of my first assignments was to spend time in an organization without saying a word. The task was to observe and make observations about the organization. I was forced to use only my senses. We worked in small teams and then compared our observations. It was uncanny how effective the observations were in identifying the underlying problems.
Classical music teaches the importance of structure and practice. Jazz, known as the American Creation, blends many musical sounds. It includes blues and African rhythms as well as those from Latin and Caribbean countries. The results? A“groove”!
Jazz is built on improvisation. The beauty of jazz: the freedom to be in the moment and allow whatever needs to come through you (the instrument) to flow.
Abel Selaocoe, through his music, wants to offer routes to universally felt experiences. “There are things that go beyond language, the things that are just part of the human instinct.” WHERE IS HOME is the title of his new album. The question he’s asking is for the listener to go beyond geography. Home could be an ideology, your artistic practice, or those you surround yourself with. The Pandemic has forced most of us to pause. During this period many have found themselves by experimenting with cooking, gardening, learning to play a musical instrument, developing a mindfulness practice, and other exciting endeavors. The outcome of this forced time off has perhaps anchored a new you. Perhaps you've even found yourself without realizing you were lost!
Take a leap with me and let's shift from people to organizations. What if our organizations could embark upon a similar path? I wonder: what would a new organization form look like? Imagine an infrastructure of roles, accountabilities and authorities built on trust, innovation, fair compensation, and employee profit sharing. What might that look like for you?
Speak to me.
Can Labor Organizers and Union Busters Reach a Compromise?
Do you ever feel bombarded? Energies coming at you from different directions? Now that the Pandemic has subsided, referred to as the new normal, we wonder what’s next? We have a war waging on the other side of the world, as well as the rise of nationalistic leaders and points of view in Europe and South America.
We watched a country mourn the death of its beloved monarch. Most of the world knew only one Queen during its life: Queen Elizabeth, the longest reigning monarch in history, and a woman at that.
We have fires raging in the west and Florida cleaning up after the catastrophic hurricane Ian. The remnants of Hurricane Ian will be here for a long time. Rebuilding infrastructure, homes and businesses takes time, perhaps as much time as repairing the effects of the Pandemic which have yet to be fully understood. The world has changed rapidly. As a result, the world of work has been transformed.
In the wake of the Pandemic, corporations realize they don’t need as many offices or warehouses. Employees have learned that by working from home, they can get a lot more done without having to commute. Liz Shuler, labor organizer and President of the AFL-CIO recently said that there is labor organizing happening in every sector of the economy, including Gaming, Apple Stores, Amazon Warehouses, Starbucks, and even amongst Mt Sinai post-doctoral students.
Grassroots organizing has experienced a decades-long decline. In the past two years, we have seen a resurgence of grassroots organizing efforts. Along with this increase in grassroots organizing, we’ve seen a multi-million dollar new industry emerge: union busting. I’m puzzled. Why would a company pay multiple millions of dollars to undermine the development of a union when fair wages and other benefits would likely cost them less in the long run? Why fear an empowered workforce aligned with corporate values and goals? Historically I recognize the rapport between companies and unions has been adversarial. Isn’t it time to revisit that?
Labor organizing and union busting demonstrate the tremendous strain workers and their employers are experiencing. As human beings, we are goal-directed. We work towards something. Since the Recession in 2008 many have been doing not only their own work but also the work of people who were let go. They’ve put their nose to the grindstone. They fear they too might be in danger of losing their job. How might they support their family? Fear has infiltrated the workplace perhaps more than ever. This fear is unseen, yet present nonetheless. And so it's difficult for workers to address this invisible menace.
There will always be companies and people who work for them. It is what societies are built upon. Some people are driven to create their own businesses, while others prefer working for a multinational, midsize or small business. Eternal is the dynamic tension between workers and employers. I wonder what the world would be like if both businesses and their workers trusted each other? What would happen if people in different functional areas like marketing, finance, and sales were compensated not for the functional area they were in but for the type of thinking that is required of them?
Over the course of my career, I’ve interviewed thousands of people. What have I learned? Employees know their value. Some clearly will tell you (in confidence that is) they are overpaid. Others know they are underpaid but value their job satisfaction over salary. Still others are frustrated at being underpaid, which undermines both their trust in the organization and their productivity.
Like acorns falling from oak trees, each acorn has the DNA to become an oak tree. Some will grow strong and tall and live a hundred years while others might only reach 30 years and be prone to illness. In truth, each is an oak tree having unique internal coding and characteristics. The environment in which the acorn falls also plays a key role in its growth. The soil, weather, and other factors all play a part in the kind of tree that will grow. Similarly, each of us is encoded with capability. Some will thrive on assembly lines while others become professionals. Others climb the corporate ladder or create new and exciting businesses.
Employees are not simply employees: they are all human beings, are all coded differently, and are all influenced by the environments they have grown up in. Within large work systems, people of all levels of capability are required to ensure the business thrives.
We forget that our country is made up of immigrants, except for those who were here first: the Native Americans. Sometimes, in the service of “paying their dues”, immigrant groups have been hurt by stereotypical institutionalization of beliefs. Isn’t it about time we take a deep breath and recognize we are all human beings? Those of us who are parents know that no two children are alike. Some are academically brilliant, while others are satisfied working with their hands. You don’t value one over the other, or do you?
We are one country. Let us take a lesson from Ukraine. They are fighting for their freedom, their values, the right to choose. We did that in 1776. Have you forgotten?
It’s important that we discuss this in the workplace. Let me know what you think, and please forward this to your friends and colleagues. Contact me at info@bovaenterprises.com
And a quick announcement: I am proud to announce that my newly published book, a collaboration released with Mission Matters, will be out soon. You may watch an interview about the book here. Stay tuned for more details.
Can You Guess Who Said This?
“I don’t respect the stock market at all.” “Once you’re public, you have lost control over the company, and you have to maximize profits for the shareholder, and then you become one of these irresponsible companies.” “...they (my children) embody the notion that every billionaire is a policy failure.”
A few months ago I wrote about Herman Daly, an economist whose life work has focused on creating a “steady state economy”. Daly believed that the constancy of growth for the benefit of building shareholder wealth has eroded both our culture and values. I’ve not even scratched the surface of his work, but my body tells me there is truth to what he is saying. My mentor, Dr. Elliott Jaques, always said the purpose of corporations was to build communities, provide workers fair wages to support their families and community…to build a society. He believed–and his analytic work proved–that trust based work systems not only build strong vibrant cultures creating opportunities for “all” but also create profit and build shareholder value.
So who have I quoted?
These strong opinions come from Yvon Chouinard, speaking of recent decisions to continue his company and sustain his dedication to the planet. Chouinard, the owner of Patagonia, is frequently considered a quirky billionaire. The Patagonia brand is highly regarded among outdoors enthusiasts for its quality and durability. It sells over $1B in outdoor apparel annually. Chouinard is 83 and an outdoorsman himself. Chouinard, along with his wife and two adult children, are now setting a new stage. Their mission? For companies to thrive financially while also ensuring the global social issues near and dear to their hearts can continue to be supported in perpetuity. Call it capitalism with a conscience.
Patagonia will continue to operate as a privately owned company but will no longer be owned by the Chouinards. The family has innovated once again while staying true to its global commitments and values. 98% of its shares have been placed into an Irrevocable Trust called the Patagonia Purpose Trust. This “set in stone” irrevocable trust demonstrates that Chouinard means business! Under this new model, Choinard family members will hold the company accountable to its commitments: to run a socially responsible business and to give away 100% of its profits. Not only that, but they have paid whatever taxes were/are due for this restructuring and gifting, receiving no tax breaks in the process. How refreshing!
Recently a senior executive from Patagonia has joined the Eileen Fisher Company as CEO. Lisa Williams, formerly chief product officer at Patagonia, will be accountable for overseeing daily operations, sustainable growth and responsible business practices. Eileen Fisher will stay on to oversee brand design. The company’s mission is to transform the apparel industry by repurposing, recycling, utilizing organic fibers and reducing waste. Under Williams’ direction, the company will address the glut of fabric that is found in landfills all over the world. I've been a fan of Eileen Fisher’s timeless clothing for over 30 years. I was disappointed to see how the company lost its way when she stepped away. My closet and I are thrilled she’s back.
There is hope on the horizon. It takes a person who is comfortable in his or her skin to create something that is outside of the norm. Both Eileen Fisher and Patagonia have sold a portion of their company to their employees. They've shown tenacity and vision, believing in what business could be. These two profitable companies founded by exceptional people have stayed true to their values and beliefs despite the business community looking askance. Now at a new phase of personal and business maturity, they still are moving forward to make sure their companies survive and thrive after their departures.
What might our world look like with more courageous business leaders? What might our children and grandchildren’s world look like? With younger people at the helm, will we see a brighter future? Any thoughts? Contact me today. I’d love to chat!
Yes to Salary Equality, No to Gender Equality?
In the fall of 2015, a little-known company in Seattle called Gravity Payments made a big splash in the media and at the water cooler: the CEO of the company, Dan Price, announced that the starting salary at the small payment processing company would be $70,000.
The CEO’s reasoning; a fair starting salary would accommodate Seattle’s high cost of living. Fair wages, he believed, would help the company keep qualified people. I was intrigued. I am a proponent of Jaques’ Felt Fair Pay(FFP) system.
I immediately contacted Mr Price, eager to introduce him to FFP–and suspecting I'd found a kindred spirit. I thought to myself, finally, a CEO had intuitively recognized what Dr. Jaques had uncovered in his years of analyzing organizations and meeting with workers in different roles at different levels. Briefly, the FFP system recognizes ranges of salary that are based upon what is called levels of work of the role. The FFP system does not differentiate between functional areas such as marketing, finance, and manufacturing.
Fast forward to late August 2022, when an expose of Dan Price and Gravity Payments appeared in the Seattle Times, talking about this CEO’s alleged sexual harassment of his female employees. You can read more here.
The story also appeared in the Sunday Business section of the NY Times, commanding the cover story plus four full pages inside! One might think this is significant coverage for the CEO of a small company. However, Price used social media platforms for company recognition and allegedly to harass women.
The names of women who have accused him of assaulting them appear in the New York Times article. How sad to learn that a smart, perhaps brilliant CEO is allegedly a sexual predator.
You might ask why am I making this the subject of my blog? As a proud feminist and female business owner, I am totally supportive of women coming forth about sexual assaults. What may have been acceptable years ago is no longer acceptable thanks to the “Me Too” movement. I welcome prosecution of sexual harassment and assaults.
That being said, as a business consultant, one who is passionate about transforming people’s experience at work, I am thrilled when I encounter an innovative, progressive CEO. Although Dan Price exhibited these qualities, he has also proven to be regressive. How disappointing to learn that he doesn't respect gender equality as much as income equality. I hope more CEOs will embrace the managerial acumen of the FFP system.
One way to build trust in organizations is to create transparent compensation systems that focus on the kind of thinking that is required in a role, rather than focusing on whether the role is directly related to bringing in revenue. In other words, the roles are valued by the capability required to do them as well as the knowledge, skill, and experience. FFP is such a system.
Over the span of my career, sharing salary information has always been taboo, especially amongst women. NYC recently put into law a requirement that salary ranges must be included in hiring ads. Unfortunately, the starting date keeps getting pushed back. Like me, you may feel happy but frustrated about this.
So, my fellow sisters and supportive men, we are making progress. We must continue to fight for fairness and equality in the workplace while nurturing innovative practices that can transform the work-life experience for all.
I'd love to chat about this conundrum. Contact me today.
“BOSSWARE” OR ACCOUNTABLE MANAGERIAL LEADERSHIP?
An interesting article appeared in the news recently discussing how technology is now quantifying and measuring the work people do. Some people–both employees and managers– like to know what their pace and production is. Others recognize there are many other variables that go into working. Let us not forget people are human. Where do you stand? Is “Bossware” on the horizon soon?
Over the years I’ve been employed I’ve seen how technology and robotics have changed the way in which people work, particularly in manufacturing sectors. Used to be a skilled worker could actually listen to or feel for something not being right with their product coming off the assembly line. Bosses knew who they could turn to when trying to address a problem on the line. This no longer is the case. Can a manager ask a robot or the computer running the line for its educated guess?
If you are anything like me you want to first clarify the distinction between measuring and quantifying. Simply put, measuring is objective, whereas quantifying leaves room for subjective (emotional) interpretation. A managerial role has always required two vital systems of accountability. First, a manager must account for the outputs of those in their unit. Second, the manager must apply their best judgment as to whether or not the individuals are using their full effectiveness while performing the tasks.
Management is based on relationships. As human beings we are relational beings. Relationships build over time and are based on trust, an essential component of all relationships. How can we build greater trust in our companies? In a work setting there is an implicit contract between the manager and the employee. The employee signs on to do or learn a particular job for which they will be paid a wage. The manager is accountable for not only assigning tasks but for ensuring the individual has what he/she/they need to to complete the assignment. Managers must also be able to coach their workers to do their best.
By the way, this quote by Mark Nepo came across my desk: “No bird can fly without opening its wings, and no one can love without exposing their hearts.” Might I suggest a variation? No bird can fly without opening its wings, and no worker can give their best without a trusted relationship with their employer.”
Please take a moment to ponder this. What kind of manager are you? Let me know.
Call Me Old Fashioned
The classic cocktail called “The Old Fashioned” has come back in fashion these days, according to my friendly neighborhood barkeep. I wonder, then: should it be renamed “The New Fashioned”?
I’m delighted that many of you have commented on my recent guest spot on the Mission Matters podcast and social media posts. It's been rewarding to know that my thoughts have resonated with you. I am pleased to hear that many of you have reflected on your own work life and business. Having had the help of a social media professional, I was surprised at how many digital inquiries I have received from other small businesses who want to sell their services. In some cases, my only connection was electronic, while others were total unknowns. I wondered: “What ever happened to relationship marketing and sales”? Of course, I recognize that there must be a first step in any business relationship. Perhaps digital networking is that first step: throwing the bread upon the grass and seeing if birds will bite.
Small businesses are growing by leaps and bounds. The fastest growing demographic? Small businesses owned by women, minorities and immigrants. According to Freshbooks, there are roughly 600,000 small business start-ups each year in the US. Many don’t last beyond 5 years. The most common reasons small businesses fail include a lack of capital or funding, retaining an inadequate management team, a faulty infrastructure or business model, and unsuccessful marketing initiatives.
Like you, I hope that we are on the back end of the Covid-19 pandemic, which has brought about a global, seismic shift in the work-life experience. Two million women have left the workplace because they had to oversee their children's welfare and home school learning. New York City, and cities like it, have a glut of empty commercial space. Many employees are hesitant to return to the office, preferring working from home. Meanwhile, residential rents in the borough of Manhattan have reached all time highs of $5,000 for a one bedroom apartment. Something is out of whack. How did we get here?
I recently read this article in the New York Times magazine section introducing Herman Daly, a progressive steady state economist who for many years has been touting an important theory of economic well being. The concept of “Economic Theories” may cause your eyes to glaze over, but I was transfixed by Daly’s thoughts here: “The question is, does growth, as currently practiced and measured, really increase wealth? Is it making us richer in any aggregate sense, or might it be increasing costs faster than benefits and making us poorer? Mainstream economists don’t have any answer to that. The reason they don’t have any answer to that is that they don’t measure costs. They only measure benefits. …..”
That quote hooked me! I've now begun to listen to interviews with Herman Daly. Decades ago I decided to become an expert in Dr. Elliott Jaques’ Requisite Organization. Deep in my bones, I knew his analysis of large work systems had uncovered something very important about the nature of work and the importance that structure has on human behavior in the workplace.
Herman Daly, who builds on the work of his college professor, is of the same mind. The macro economic systems currently embraced by corporations and other institutions neglect to recognize a vital component of society: the human beings! These people–your neighbors, the person sitting next to you on the subway–work to support their families. They want to ensure their children a good education and livelihood, allowing them to become good citizens.
Is it old fashioned of me to want to bring the human side back to business? Or is it new fashioned?
Like a good Irish barkeep, I'm ready with a listening ear and a good story to tell. Pull up a barstool, and let's chat about these new “Old Fashioned” ideas. And please: make mine a double!
“...touched by the soft hand of grace”.
Many of you know I am an early riser. This past Saturday my eyes opened wide at 4:05 AM. I knew I was planning to write this blog as I had given myself that assignment. But I didn’t feel up to it so I picked up the novel a cousin gave me to read. An Italian Summer by Rebecca Serle.
A light summer’s read about a young woman’s trip to Positano on the Amalfi Coast, perhaps a coming of age story. Not literature but a quick read that got me thinking. When I came across “...touched by the soft hand of grace” I knew I had the bones of this blog. So let’s begin….
Grace has always been one of those words I couldn’t get my arms around. Perhaps appreciating it comes with the knowledge and wisdom of age. As many of you know I have been working on a synthesis of my life's work. Creating a tapestry for all to see that weaves together the threads of my work life experiences. A Labor Economics major, social caseworker for HRA, a degree in Social Work from CUSSW where I learned to listen, create a trusting relationship, and always start from the client’s presenting issues. A small private practice helped me to realize I wanted to “play” in a larger arena. Networking I learned about the field of Organization Development (OD) and Training. I moved to a small not for profit organization conducting training for school teachers and administrators and within a few years became executive director there. Although the agency was small the ED role was a general management role requiring working with an active Board of Directors, fundraising, policy, strategy and program delivery. Ravaged by the untimely death of a significant founding member of our Board, preceded by the unconsciousness or lack of commitment by another Board member, I recommended the agency close allowing for members and staff to go on to new, different and perhaps more satisfying assignments. I consulted for a year, before landing my first corporate position. When I left there to start my own business, I’d been managing a small management consulting and training unit in the Pension line of business. Independent ever since, I have been navigating the world of work attempting to make people’s experience of work at whatever level in the organization a satisfying one.
Last Thursday, I was interviewed by Adam Torres of Mission Matters. I'd been invited to write a chapter for their upcoming Business Leadership book, to be released in September of 2022.
During our great conversation, we discussed how to build a work-life experience with an unshakable foundation. I told Mr Torres that one's work-life experience should be like a tetrahedron. A what? A huh? If you'd like to know more, you'll have to stay tuned for the interview link--which will be posted this week.
AN ENTREPRENEUR’S STORY
Unlike my mother who before reading anything else in the newspaper turned to the Obituary page to see who had recently died, a couple of weeks ago I happened upon the obituary of Leonardo Del Vecchio. The name caught my eye, my family knew people with that surname. The obituary took up the top half of a page in the NYT, Tuesday June 28,2022. Intrigued, I kept reading. Who was this person?
Watching 60 Minutes years ago I recalled a segment they did on Luxottica, the under the radar Italian manufacturer of eyeglasses. A spokesperson for the company said “our ambition is to eradicate poor vision in the world before 2050”. Mr Del Vecchio transformed the sleepy un -differentiated eyeglass industry into a billion dollar publicly traded company and single-handedly transformed wearing eyeglasses especially for those needing corrective lenses, into a vehicle to bring their personality into their everyday lives. Now even those who don’t need prescription lenses are wearing glasses as a fashion statement. The industry went from putting components together to making complete frames. Streamlining the process reduced expenses. Del Vecchio didn’t stop there. He wanted Luxottica to sell its product as well, acquiring retail chains throughout the world.
Recognizing upper and middle income families who wore luxury brands might want to top off their looks with designer glasses, he licensed 80% of designer brands. Frames were selling at exorbitant prices. Making, as one reporter said, “obscene profits”.
I am intrigued at how people build their businesses. Del Vecchio grew up in an orphanage, apprenticed to a metal engraver and took advantage of an opportunity to move to the small town of Agordo to get free land and a house if he built a business there. Luxottica was born.
Caltagirone said “he was a businessman and as a man had solid values; appreciating his loyalty, his determination and detachment from power.” When he died he was one of the three richest businessmen in Italy. DelVecchio retired in 2004 and came back ten years later to insure his strategic plan was implemented. Taking his dream a step further, in 2017 he purchased the French company Essilor, one of the largest manufacturers of prescription lenses in the world. The new company is Essilor-Luxottica. In 2019 at age 84 he acquired the Dutch optical retailer Grand Vision increasing his retail outlets to 16,000 world wide.
In Italy, he was known as “Mr Nobody”. Untouched by Italian business corruption scandals of the 1990’s. When interviewed by Associated Press in 1995 he said “I don’t like paying taxes, but I like sleeping at night.
Getting Back To Basics: Navigating a Polarized Work Environment
As we close out June and prepare for celebrations of Independence Day I find our country more polarized than ever. A firm believer in the fact that the strength of America lies in the premise that each of us has a right to S/he/their point of view. Unfortunately what has been lost is the opportunity to dialogue with one another. To help the other understand your point of view… and or provide information you were not aware of. The worst case requiring agreeing to disagree. In the 16th Century Macchiavelli wrote The Prince espousing tenets by which princes could rule. It is best known for the concept of divide and conquer.
Growing polarization in the US is seeping into our workplaces. Deleterious for successful businesses and our workforce. Divide and conquer encourages the use of fear, hesitancy, and immobilizes action. Simply put, only the ruler knows what is truly going on. Built on a foundation of power, domination and separateness.
I’d like to provide a different perspective of what I think exists today. Workers realize the importance of providing security and safety for their families. Recognizing they need to put food on the table. Don’t we all believe in that?
Human beings are goal directed so we get jobs that utilize our talents. An empowered worker adds value to the workplace. S/he/they may have a brilliant innovation, or insight. Of course you may not want to hear what the person has to say at a given point of time. Schedule a few minutes when you can focus and “receive the gift”. Don’t we all whether in the C Suite or on the shop floor want to be recognized and valued?
A few things to pay attention to:
Track how empathic you are. Just notice for a week to 10 days. Can you improve? What might you need to revisit?
When starting a meeting ask that all devices be turned off then take a moment for everyone to get focussed. Think of exercise. Thirty seconds can feel like a long time.
If your body is giving you signals that something is off don’t ignore them. Your body will never lie to you.
Make a simple plan to improve your communication skills.
Choice in the workplace is something many have lost sight of. We may not be able to influence everything around us but we can begin to pay attention to our reactions and check out our assumptions.
Enjoy your holiday. Some may not celebrate it as a day of freedom for all. Perhaps a great starting point for a dialogue.
The Tsunami Effect In Business…Inspires Me To Speak
A recent article in the NYT spoke of the impact Jack Welch had on the world’s businesses. Not pretty as far as I am concerned. Writing in 2018 I referenced the impact of an article by economist Milton Friedman (also in the NYT Sunday Magazine) stipulating businesses exist to create shareholder value. I remember this period well, as I was at the then venerable Equitable Life Insurance Company, (owned by its policyholders), at the time. Jack Welch became CEO of GE in 1981 shortly after Friedman’s ideas becan to take root. The ground swell that occurred, quarterly profits tracking amongst others, began the dismantling of heretofore unspoken American business values. Why does this happen?.....
Dr Elliott Jacques, the architect of the Requisite Organization system of management, used to say that when a person ascends to the C suite of a company and doesn’t have the full potential capability required of the role, critical decisions will be made, the impact of which is not realized until 20-40 years later. Welch was CEO of GE for 20 years and during that time most academicians and Wall Street analysts thought “he walked on water”. Many executives who operated under him were poached by stellar corporations to lead them. Most if not all failed. Employees of the many GE Companies will tell you differently.
At the invitation of a curious HR professional Dr. Jaques and I conducted a pilot analysis of roles at GE Plastics. In one week we uncovered serious fractures in the hierarchy of roles (vertical slices) from top to bottom in two functional areas. Although each of the three executives who had sponsored the pilot clearly understood the potency and potential impact of the findings they filed the report away.
Choosing to do nothing is at the core of our disengaged American workforce. CEO salaries and benefits are at all time highs. Worker salaries have stayed the same or diminished. Millions of jobs have been sent offshore. The recent Pandemic and supply chain logjams have demonstrated our vulnerability. The list goes on and on.
I find myself asking “Is our rugged individualism finally on its last legs?” Inspired mindsets working together can realize extraordinary results-why don’t we encourage more of this type of thinking? The perils of planet change affect us all. Killing teachers and students to the point of their being unidentifiable to their parents, is insane. Elders shopping on a Saturday afternoon or praying in church have a right to do that. Murdering them is a disgrace. The right to bear arms is a fundamental right codified in the Second amendment. However, that does not include assault weapons made for the battlefield being available to teens.
As you can tell I have a passion about the deterioration of our society and particularly the workplace where we spend thousands of hours during our lifetimes. Please let me hear from you. Let’s create a dialogue so we can put our hearts and minds together to stem this destruction. I want to know what you think. Please!
One last thing. Today June 14 we celebrate our Flag and all it stands for. Sunday is Juneteenth a reminder of an ugly time in our country. Do take some time to ponder and reflect on these important dates and their meaning for you.
Closing Out May & Looking Forward To June
As the month of May comes to a close I’m in a reflective state. Although most of us were celebrating the unofficial launch of summer and remembering those who have fought and died for our freedoms this Memorial Day Weekend with friends and family, who would have thought we would be holding our children, nieces and nephews tightly having just experienced the second worst slaughter of elementary school school children and their teachers in US history. Ten years since Sandy Hook, the little known town of Uvalde, TX is on everyone’s mind. You are probably wondering what if anything this has to do with the world of work and in particular Managing the first of the 4 Elements I introduced in my last blog? I’ll tell you what….
Managing, and management two common terms have lost favor over the past few decades. I am discussing them here today because I believe we have to up the ante of our work experience in two essential ways. The first to look at management as a specific role in companies and secondly how each of us individually can manage ourselves as a citizen of this great country.
As we build more complex companies the work of getting the product or service directly to the customer (be it the public or an internal customer) becomes more challenging. Management is the role that oversees these processes. Managers are the ones who must account for the outputs of those inhabiting the roles subordinate to that of the manager, and comprising their team or unit. Often I’ve heard managers say to me “I delegate the work to them, it's in their hands now” an expression of their own impotence or “I don’t want to be bothered'' approach. Not knowing the scope of their authority and for what they were being held accountable. Clarifying these elements is essential to getting products and services delivered with excellence.
Exceeded expectations, a level of excellence engendering pride and ownership in everyone at every stage of the product or services development brings me to briefly discuss self-management. After the bombing of Pearl Harbor in 1941 the country stepped up. Americans were full of spirit. After the bombing of the WTC Towers in 2001 an invisible gas seeped over the country creating a pallor of fear. The fight in us diminished and has continued to do so. Granted I am simplifying a very complex set of problems and not politicizing. The US worker (and it's not only here in the US), has lost his/her mojo. The result is a workforce unwilling to go the extra mile. A workforce that has seen executives’ pay rise 300% while their compensation has stagnated. They’ve seen people fired and been asked to take over more responsibilities. Fearful and lacking trust. Have you put on blinders like the horses leading the buggies in NYC’s central Park? Are you happy with the person you have become? Are you waking up dreading going to work each day or are you excited about the ideas of innovation and fun that you’ve dreamt about. What are you doing to self regulate yourself? I ask you to take notice of your own thoughts and behavior over the next couple of weeks. What are you doing to bring the best of yourself to your place of work? Notice how your behavior has been altered perhaps while you have been unaware. Write it down. Begin making a simple plan of one thing you can do over the next few weeks to be more purposeful and bring positivity into your life. Change starts with us and with our awareness of what’s not right.
Granted we are living through one of the most challenging times in history. Covid has killed over one million Americans. There is much that is wrong with our institutions. Inequities. Injustice. Fear if we let it, is paralyzing. I think more of us. Won’t you? We can do better than this. Let’s begin the dialogue.
Reflections & New Beginnings
Many years ago I had the good fortune of attending a week- long seminar entitled The Future Of Business. Thankfully my corporate employer at the time saw this as a legitimate use of my professional development time. Sponsored by the then Burklyn Business School the featured speaker for the week was Buckminster (aka Bucky) Fuller. Sadly, I suspect many of you have never heard his name. A pity. Bucky was a genius, what was then known as an Urban Futurist, the creator of the world-renowned Geodesic Dome, Dymaxion Car and Home. An environmentalist, each of his inventions were energy efficient. Constantly traveling he shared his ideas of a worldwide energy grid providing enough energy for everyone on the planet to have refrigeration, running water and food security. Perhaps more than an environmentalist, he was a crusader for every person’s right to have access to water; he truly appreciated …… the concept that we are all members of planet earth. We are all one. About 125 of us traveled from throughout the US to a mountain Retreat Center to listen to him and put his ideas into action. A short man with very poor eyesight for the first five years of his life he went without glasses and saw whatever he laid eyes on as rounded, circular. First introduced on a Sunday evening, he laid down his ground rules of the weeklong program. Each of us was given a stack of 3x5 cards, and told to write down our questions. He would take no questions while presenting his material. On the last morning if our questions weren’t answered we could then answer them.
I was fascinated by his presenting the tetrahedron (four equilateral triangles joined together.
According to Bucky, the tetrahedron (an element of sacred geometry) could be found throughout nature and was the smallest geometric structure having structural integrity. Applying pressure to a cube or square it would collapse into a tetrahedron. On the last day of the program each of us got a chance to speak about how we would apply what we have learned. Inspired, I recall saying something to the effect of wanting to introduce the concept of structural integrity and the tetrahedron as a demonstration of it, to the world of executive management. Can’t tell you how many times I mulled this over in my head over the many decades since that experience.
Although it's taken years, I may have finally come upon the clarity with which to introduce these concepts into the world of work and particularly into my managerial consulting and coaching. Drum roll please. Introducing you to the Power of Four…representative of order, harmony and structural integrity in our universe. Think of
• Earth, Water, Fire and Air
• Winter, Spring, Summer and Autumn
• East, South, West and North
• New Moon, Waxing Moon, Full Moon and Waning Moon
These examples of organizing in groups of four harken back to ancient times and peoples. Yet we still allude to them on a regular basis. I have put together four elements each of us as business owners or employed workers , in entry level positions or the highest paid in C Suites can customize so that you and your organization can become fully engaged, agile, and characterized by satisfaction, efficiency and profitability. Presently, I am introducing the Four Elements as:
• Self Management
• The Formula
• Self-Awareness
• Self-Care
Over the next few months I will be introducing each in greater detail so that you can utilize the proper dosage to bring you to peak performance not only at work but in life as well. I am also developing four sessions online programs that will go into each element more deeply and provide you with tools you can utilize to BE.
Let me know if you’d like to be among the first to hear about the virtual programs. You can sign up below.
Spring and the Backdrop of War
Spring arrived this past weekend. At the same time the devastating invasion of Ukraine by Russia is raging as I write this post. Not meant to be a political discussion, rather I seize the opportunity to identify and share insights. The possibility of invasion has been in our news outlets for months. If and when were the questions. I worked with a virtual assistant from Ukraine last summer assisting me in creating powerpoint presentations. Thinking about this personal connection I have with her I wrote in late January to wish her New Year's Greetings and find out how she and her family are. At that time she wrote back saying “we hope our neighbor smart enough don't start a war. But, of course, we also scary knowing how crazy he is:(“ . I checked in again on Mar 4, 2022 and she said….
“My son and I are in Warsaw. We feel as good as we can now.” When this devastating invasion occurred I as many of you were surprised by the leadership shown by Ukrainian President Zelensky. News programming had portrayed him as the comedian he was, the undertones hinted at a lightweight, a man of little depth and substance. Were we fooled!
World leaders and their populus have been in awe of his courage and standing his ground since the invasion. He and his family have not left the country. He speaks to the Ukrainian public regularly, visits troops and spurs his countrymen on. A demonstration of values, conviction and leadership we have not seen since perhaps Churchill. Can you imagine what corporations would be like if C Suite occupants regularly dialogue with workers, spur them on in challenging times, and demonstrate values, conviction and leadership? What might the level of worker engagement be? The agility of the business in times of rapid change?
Ponder the Ukrainian people’s commitment. Women, children and elders in major cities told to evacuate. Men between the ages of 18-60 told to stay and fight the aggressor. All who stayed committed to work to fight off the aggressor. Savagery intensifies hoping to break their Spirit. Yet they fight for freedom, justice and their democratic society. The people of Poland have stepped up in extraordinary ways. They know what it means to be brutalized. They have welcomed Ukrainian women and children with open arms. Thousands of miles away in the comfort of my home I watch and notice the masterful logistics refugee operation that has developed. The fight for freedom has been ignited. Ukranians escaping and Pols waiting to receive them with open arms committed to freedom and living peacefully as neighbors. Populations totally engaged. Can you imagine your employees being totally engaged? Aligned? Willing to do what it takes so that the company can BE its best?
Compassion, kindness, sharing, commitment, strong value-based communication. Some of us think we are seeing the 21st Century version of David and Goliath playing before our very eyes. I hope these insights inspire you to ponder and reflect on the kind of accountable managerial leader you are. Non managers think about the kind of employed worker you are. What do you stand for in the workplace? How can you make your workplace more inviting? How can you tweak some of your own behaviors to make you a better worker having more energy for the things you are passionate about? I welcome your comments.
AT THE HEART OF THE MATTER
It’s been over two years since we at BE have written a blog. February has always been a time for “heart-felt” conversations with readers. Today there are wonderful reasons to be reaching out to you. The slowdown initiated by Covid 19 provided ample time for soul searching, pondering and reflecting on the business of BE. What values underlie our work? What do I truly believe about work systems? About workers? About the world of work? Today we launch BE’s …. new website, and thought leadership blog.
Before Covid assaulted the world, I was challenged to write a short book. A marketing tool, something to leave behind when meeting with prospective clients. Always up for a chaIlenge I embraced the task wholeheartedly. I synthesized my knowledge, skills and experience and stated what I believe to be essential to work systems of all sizes. The Four Elements Guaranteed To Transform Your Experience At Work was born. I was puzzled as to whether what I wrote was a leave behind short book or a white paper intended to spark the reader’s interests. I sent it electronically as a white paper.
The unanticipated slowdown of business combined with the fear of life and death that swept through our country and the world precipitated revisiting my thoughts. BE has been a home office business for 25 years. Each morning I climb a flight of stairs and enter my office. My long term life partner is an artist whose studio is in our basement. We did not have to deal with the trauma of newly working from home with spouses and partners and suddenly having children being schooled virtually. Ours was an easier transition than most, the trauma creeping up on us stealthily.
Healthcare workers from MDs to maintenance workers were serving in hospitals with makeshift protections. Those whose job it was to keep our public transit operational were at work so that healthcare workers could get to work. The lowest paid workers, those who keep food on the shelves of supermarkets or run bodegas were also working. I began to wonder what makes them go to work? Engagement, value and appreciation. Taking pride in the fact they, perhaps for the first time in their lives, considered essential workers. Working for the betterment of the citizenry. Not only a NYC phenomenon, their elevation occurred throughout the country.
During this period I purchased a Certified Learning Provider program offered by Appleton Green & Co.. A structured system enabling me to develop a 12 month program entitled Management Paradigm consisting of monthly six-hour distance learning sessions. Writing during Covid fine tuned my thoughts and synthesized the developments I was observing in real time among the workforce. It reignited my passion to transform the world of work. Unfortunately millions of women left work to care for children and family. Others used the downtime, a first for many, to think about the meaning of their life. I've always embraced workplaces where workers at all levels are engaged, paid fairly and the companies they work for are profitable.
Welcome to my new website. Please sign up to be on my blog distribution list. In upcoming blogs I will be sharing how I see workplaces evolving, the role of managers, the accountability workers must embrace and how we all need to take care of ourselves as individuals and teams. I look forward to having much mutually stimulating discourse with you.
Till the next time ....peace and kindness,
Rosemary
At Bova Enterprises, we customize our approach to meet the specific needs of our clients. One size certainly does not, nor should not fit all. We work both long- and short-term depending on the issues at hand. Often we become a regular advisor (akin to legal or financial advisors) digging in deeply to know the company and its managers in an on-going fashion. Of course depending on the type of client or service needed, we also bring a richness and depth of expertise via a wide cadre of senior associates to solve problems, identify solutions and much more.
A Curious Juxtaposition
I am fascinated by how the entire world has been affected by the horrific tragedy that took the life of a basketball superstar, his 13 year old daughter and seven other lives including two of her teammates and their parents. A Sunday trip to the girls' basketball tournament with neighbors and friends--Kobe Bryant was known to have used his own helicopter for years so that he could provide more time for family and not be stressed before workouts and games. How’s that for out-of-the-box thinking?
Not much a basketball fan, I knew little about the man. I didn't know he went from high school to the NBA after spending a good part of his childhood living in Italy. I knew he was accused of sexual misconduct years ago, was on trial and then returned to the Lakers. I knew he had since retired and was writing childrens' books. I remember that his interest in animation led him to an Oscar win a few years ago. So, why did this tragedy hit me so hard?
His is a story of redemption--A brash seventeen year old who transforms himself over the course of a 20 year career into a legend known around the globe. He clearly demonstrated neighborliness, friendship and kindness on a regular basis, something perhaps many of us think we would consider as well. This time he offered others a ride to the tournament… A tragic decision.
Work ethic, focus, commitment… Recognition of the responsibility that comes with being looked up to by millions of young people all around the world… Openly speaking of mistakes made, dreams not realized, yet moving forward on this new trajectory… Ever seeking the best.
Then, in a flash it is over, on a steep remote hillside that is difficult to get to leaving us all seeing the smoldering wreckage in the news for days. Simultaneously, we are in the throws of witnessing just the third impeachment trial of a U.S. President in our country's history. This is a curious juxtaposition of two men and what they stand for. Let’s, for a moment, stretch this into a spectrum with basketball legend at one end and impeached U.S. President on the other.
Perhaps Kobe's death and that of his daughter Gianna, as well as the others on board that flight put in stark relief the values to which our country ascribes. Ever the optimist, I have to think this is beyond a senseless tragedy. Rather, it calls into our consciousness the ability for a legend to redeem himself over a lifetime. Where would you place yourself on such a spectrum? I ask each of us to take time to ponder and reflect upon our own work ethic, our own commitments, our own focus and the soul and values our great country represents. Time is indeed precious, and we all have the ability to make a positive difference, to live with purpose. Perhaps it is time for all of us to take a new step forward.
Let's Talk Community
Our humanity is based on being relational beings. We are individuals who are part of something bigger than ourselves. Whether in our homes, among our friends and families, in our cities and towns or of course, in our workplaces—we are part of a community.
Of course, individualization has its place, and that old saying, “no one takes care of number one like number one” stands. However, we must also take time to prioritize community. For there is immense value in community—support, safety, connectedness and success.
In business your community is your team. Your team is your community. Whether the organization is big or small, your community is your colleagues. When 50 or 100 or 1,000 plus people come together to work, should the focus be individualization? No, the focus must be the whole organization (the community). Everyone benefits. Our community benefits when we shift our mindset…
From me to us
From how can I get ahead to how can we care for one another
From who’s that new guy, to hello, nice to meet you
From meetings are such a drain, to this could be a good time to get to know others and further understand the priorities of the department or business
We benefit when…
We feel part of something bigger than ourselves
Our contribution is appreciated
We feel camaraderie with others
Enthusiasm and high energy are experienced on the job
I invite you to do a personal audit. Next week, pay attention to the chatter in your mind. Is your inner voice focusing on a me first attitude or negative things? Or, are you focused on the we and getting the job done with a degree of satisfaction, and even enjoyment. Score yourself. Then choose to change so that you can reap the benefits of being part of a well-functioning community, aka work team.
A New Twist on Resolutions
I had originally planned my first blog of 2020 to be sent closer to January 10th, near the first Full Moon of the decade. However two friends forwarded items to me that I think should get out into the universe sooner rather than later.
The first is a new twist on New Years Resolutions:
I surrender the year that has just past and ask that only the love remain. I cast all else into a fire of transformative power. I release myself and others from any effects of my wrongmindedness or wrongdoing. I surrender who I was, what I did, who I loved--who I failed to love--and ask that all things be made right. May I continue to grow in light and in love--and this year, may I be better.
I plan to embrace these words (the author of which is unknown to me) and adapt them as my own guiding principle for 2020.
Sacred Earth has its origins in Australia from 2012. It is a combination of photos and spiritual music. Friends have already commented on its impact. To some spiritually awesome and others simply relaxing. Each will have your own experience. Do however, send blessings and prayers to Australia particularly NSW as catastrophic fires ravage areas around Sidney.
Personally, I am coming off a whirlwind December weaving together my mother’s passing with Christmas and New Years. I’ve been embraced by the generosity of family, colleagues and friends. Grief is unfolding.
My hope for each of you in 2020 is to have inner peace and greater joy and engagement at work. I will be mixing the blogs up with print and video in 2020.
Reflections to Wind Down Our Year
Thanksgiving is behind us and many of us are anticipating Christmas, Chanukah, Kwanzaa and perhaps some other celebratory times of which I am unaware. There is a dramatic difference this year--my mom, Mary Bova died December 8th. Mom was 101 and lived a good life. My brother and I were both with her the day she died. She wasn’t “sick,” she had dementia and would say to us why do I have to take these pills I’m 101? She had no interest in eating, and the only real delight she had was her two-year old great granddaughter, Francesca Robin who is the daughter of granddaughter, Jessica and her husband Ryan. She knew her grandson, Jonathan had moved in with long time girlfriend Eve and if all went well they would marry. I’d been in wonderment. Would mom make it through Christmas? How would we all handle this.
There is an intensity like a heavy fog overcoming most people these days. We are close to a tipping point. Civility is out the window. Overwhelm creeps into daily experiences reshaping reality. Hundreds of spam calls on my business as well as my personal phone. Unscrupulous marketing tactics that have caused my American Express Platinum Card number to be changed three times in two months (Bless their vigilance). Ads for Black Friday and Cyber Monday seem to be flowing over into this second week of December. My inbox is being bombarded with emails from online vendors I once loved to shop with, but now feel exacerbated by.their onslaught of sales.
Plus, of course there have been numerous terror attacks around the world, and countless senseless shootings by young people everywhere.
Where has the joyfulness of (in my case, Christmas) gone? My mom, born in 1918 had seen dramatic changes in the world over her 101 years. Perhaps one of, if not the biggest has to do with how we are with one another, how humans treat other humans. BEing versus doing. I’ve always worked hard to balance this dichotomy, perhaps not always elegantly actually sometimes downright messy. But nonetheless, I held nothing back from my mom. I spoke and/or wrote my truth to her.
I re-read Mom At 97, a blog from four years ago... Christmas is about the birth of Jesus, the Christ. Christ always spoke his truth to disciples as well as followers. Perhaps speaking our truth, but with compassion and understanding is the direction we all need to move in. Truth and compassion… Might more of this bring civility back to our everyday lives? To our workplaces? To the world around us, both near and far? Please, let’s all give it a good try this holiday season--speak your truth with compassion. Start now, don’t put it off. End 2019 by treating others with dignity and respect, no matter our differences, perspectives or shortcomings.
Don’t put off till tomorrow what you can do, say or think of today. BE your best you.
Here's to a Peaceful Thanksgiving
I think you'll agree that we are living in a time when the traditional or usual ways of doing things are falling by the way side or even crumbling before us.
This doesn't have to be a bad thing when it comes to our Thanksgiving holiday. Perhaps it can even be the key to a peaceful holiday for all around your table.
So why not buck tradition with some of these ideas...
Set ground rules-- No discussions on contentious topics (think politics)
Find a poem or a quote you find inspiring to share at the table
Ask folks to share one thing they are most thankful for
See what people think they'd like to contribute toward next year's Thanksgiving celebration
What might be some of your non-traditional ideas for achieving a peaceful and enjoyable Thanksgiving?