A Consultant's Chronicles

Line of the Week 10-24-2010

This week's line of the week belongs to New York Times pundit, Gail Collins. Reflecting on the lessons learned from this year's election she came up with 3 top lessons.
The first & one that serves as a lesson to us all is:

"...This election has taught us that not only are there second acts in America, there are third acts. And really spectacular curtain calls..."

In this she is referring to the new high regard held for both Bill & Hillary Clinton. For the former President, it's about the good financial times during his administration & how he was able to work with the Congress to get things accomplished; a feat that has once arch enemy Sean Hannity wishing for the good ole days of Clinton's presidency.  Additionally he is now "moving international mountains" with the Clinton Initiative. As for Hillary, after being one of the most controversial First Ladies, she's gone on to be a highly respected Senator, a formidable competitor for the presidency herself, & now serving a very successful stint as Secretary of State.
All in all, stunning 2nd acts for both of them.

So what were the other 2 lessons [according to Collins]?
-there is nothing cool about running on the "look at me ticket" while spending gazillions in the process [are you listening Meg Whitman?]
-money does not buy happiness

College GPA & Admissions Scores: The New Code For 'How Old Are You'

In this election season, if you live in CA, you cannot turn on the TV without seeing a commercial paid for by Meg Whitman, former CEO of eBay who is now running for Governor here. In many of these commercials, she extols the virtues of the way business is done in the Silicon Valley. While it's true that there are lots of awesome companies based there & it is certainly an engine of innovation for the state, it is also something else. According to a source who works there & has close ties to many of its power players, it is an open secret that many of its top companies endorse age discrimination in their hiring practices.

 Your College GPA & Admissions Scores: The New Code For 'How Old Are You'

While age discrimination is illegal, getting away with it is easier than one might think. For example if on a hiring application, it is required that you provide your college GPA &/or entrance exam scores, that will pretty much exclude anyone over 40. Not only is that kind of data irrelevant by that time but very few people will be capable of accurately summoning them to memory [unless you were a returning student later in life]. Basically, with that requirement, they may as well say, "middle aged applicants needn't apply!" When one extremely successful & well known company was actually confronted with this accusation, a representative from management didn't confirm or deny it...he simply smiled. Now we can argue all day long about the wealth of experience they are missing in an older but nonetheless skilled workforce; age discrimination however, has always been one of the tougher practices to prove. If it's hard to prove, it makes the practice mighty tough to change. Moreover, given our current economic environment, never have the consequences been so grave.

Applying The 'Carrot & The Stick'

 

When you consider that the latest "jobs report" reflects an unemployment record somewhere around 9.6% we can no longer afford to let the practice slide by with a "wink & a nod!" The Silicon Valley is a place where new jobs are being created all the time so what's the solution? Instead of giving these companies "special dispensation" to hire workers from overseas [or worse, moving large chunks of their workforce outside the U.S.], force them to play by the rules using the "carrot & the stick". The "carrot" could easily be tax incentives especially if they provide targeted re-training & the "stick" of course is to re-shape the law making it more eaisly enforcable by providing stiffer penalties for those that try to circumvent the rules. After all, a jobless rate of 9.6% reflects a large swath of Americans who are not employed but the number is even higher because it does not take into account the number who are under-employed, working only part-time [not by choice], & worst of all, those so broken that they have stopped looking. 

 

Down & Out Today, A Trump 'Apprentice' Tomorrow

Denigrating reality TV has almost reached sport status & a very popular one at that. I have to admit I am partially guilty but I do draw the line at business related programs since I have found them to be frequently instructive [typically about what not to do]. The first two episodes of the Apprentice with Donald Trump were eye-opening. This season the theme was working with previously high powered & successful people who were now down on their luck due to the economy. In the first show of the season there were many interesting dynamics at work with these candidates, which is to be to be expected the first time you throw a group of strangers together, task them with a job, & throw in some time pressure for good measure.

The Emotional Impact Of Unemployment

However, what really struck me was how being unemployed after being a success put some players immediately at risk in terms in terms of their ability to be effective. Rightly or wrongly, it’s a fact that so much of who we are is wrapped up in what we do so when one is unemployed; it really can ding one’s ego. While this is not news conceptually, it is interesting to see it play out especially on the men's team [it's the men against the women]. A sense of desperation has made some lose sight of a key ingredient in being a project manager-if you want to get the absolute best from your people, a little respect can go a long way.

The Final Take-Away

The other standout take-away thus far [although far less surprising] is how much people hunger for real leadership & clarity from their project managers as well as how nicely they respond when given ownership of a specific task. All in all, an excellent start; I find myself looking forward to seeing how events unfold.

 

Employee Disputes & Arbitration: Not A 'Knee Jerk' Process

These days, getting hired for a new position typically means signing your legal rights away...or does it? By this I mean, the usual standard operating procedure of HR is to give you a copy of the company handbook along with a request that you return the last page signed indicating that you've read it & agree to the terms. Today most companies request that all legal disputes with the employer be resolved through arbitration [typically companies resort to arbitration if mediation has failed]. The question is "have you really signed away your rights to take your dispute to court?" Recently the courts have said "not so fast." The list below can be used by employers & employees alike to determine where the the lines have been drawn by the courts. For employers this will mean structuring your employee handbook accordingly & for employees it will be a clearer definition of your rights.

According to attorneys from the national law firm Baker Donelson, arbitration agreements must:

» indicate a “meeting of the minds” between employer and employee
» provide “consideration” for the employee for signing the agreement –
   in other words, the pact can’t tilt too far in favor of the company,
   and
» not be “unconscionable” - so restrictive as to be unreasonable

This finding is provides critical information for employers as well as employees as well as some clear visuals in sometimes murky waters.

Smartphones: Endangering Your Job Or Preventing You From Getting One

In this age of technology where multi-tasking is the watchword, a sea change is occuring as smartphones do more & we talk less. Now that cell phones have increasingly become handheld computers we are treating them that way not only in terms of their function but how we behave when using them. For example sitting behind a computer you can work, play a game, check your email, drink your coffee, attend a webinar, put on make-up & watch your child all roughly at the same time. How well you do each of those things is another story [all it takes is one split second & any child can manage to get themselves into significant trouble; sometimes it seems that my dog doesn't even need that much time]. However, that's you operating a machine. You are not expected to be actively interacting with anyone [unless of course, ironically, you are also on the telephone]. When people try to multi-task in a similar way with their smartphones, it is simply not the same thing.  It reminds me of a phrase I use a lot when I give a professional training: "just because you 'can' do something doesn't mean you 'should' do something." Not only have tests shown that when people multi-task, they are not nearly as efficient as when they focus on one task at a time but social niceties & civility also tend to get left by the wayside in at least one place that can be less than forgiving: work.

Consider the following:

• Checking your email while interviewing for a job [can you say "you're fired" even before you're hired]
• Talking on your cellphone in a restaurant during a business lunch
• Texting during live meetings & trainings [you know who you are]
• Not turning off you phone ringer or e-mail/text alert in a conference

More Than Just The Difference Between Digital Natives & Digital Immigrants

This list can go on for a very long time. This is also much more than "just" one of the difference between "digital natives & digital immigrants." Instead it is a reflection of general behavior that has come part & parcel with new technology & social media. Just like on sites like Facebook, people somehow feel liberated enough in their false sense of anonymity to say & do things that they wouldn't ordinarily say in the real world. Who hasn't been somewhere in public & overheard some personal telephone conversation because people think that because they are on the phone,that somehow they are in some invinsible phone booth that affords them privacy? I'm certain if you asked them if they would tell that same private information to perfect starngers, they would think that you were crazy for even asking the question.

High Stakes Behavior

How you choose to behave at a restaurant might create a situation where you are asked to leave; how you behave at work might also create negative consequences except in these tough economic times, the stakes will be much higher. Something to think about the next time you answer that text.

Bad Business Advice Can Come From Anywhere

Recently I read one of the most misguided business-related blog posts ever. In it author Penelope Trunk asserts that she got terrible career advice from older women in the field. Trunk's primary demographic is Generation Y but after reading some of what she considers to be "better advice" one is left to wonder whether she can legitimately advise her readers about operating in today's business arena. Here are just a few highlights of what she considers to be sound advice along with my response to them:

• She dangerously suggests that sexual harassment in the workplace should not be reported. Why? Because in her view unlike in the 1970's, everyone knows it happens & things aren't going to change. Basically, "boys will be boys."
• My response: This is antithetical to the law as well as any workplace policy. Common sense dictates dealing with it in a sensible way but deal with it
• Trunk asserts that the salary gap between men & women no longer exists
• My response: Not only is this factually incorrect but reportedly the salary gap that currently exists [women currently get paid 75.5 cents to every dollar paid to a man] is widening not narrowing
• She discourages women from reading in order to advance & or sharpen their professional skills in a time when companies are not inclined to hire anyone who is behind the cutting edge in their disciplines. Instead she insists that it is more important to be true to yourself
• My response: While this is a point where she & I can share some agreement, staying true to yourself does not have to come at the expense of staying current. After all, while Generation Y may be on the cutting edge today, they also must prepare themselves for tomorrow 
• According to Trunk, women need to mate in their mid-twenties in order to be mindful of their biological clock.  
• My response: I can't fault her math when it comes to women's bodies but this is something that simply cannot be easily scheduled like keeping the trains running on time nor can it be done alone. Even under optimal circumstances, frequently people aren't emotionally ready to be parents in their twenties

These are just some of her "tips" for Generation Y women. Trunk's suggestions are dangerous, foolhardy, & frankly are either groundless or grossly misrepresent the facts.  The irony is that her incredibly poor advice supports the fact that bad advice can come from anywhere & is not limited to age, gender, or generation.

A Double-Standard: How The "T" Word Is Used In The Workplace

Now that the historic healthcare legislation has been passed, naturally like sportscasters, political pundits have felt compelled to provide color commentary. One of the most interesting discussions I've heard concerns how the word "tough" is used to describe men & women. There appeared to be no dispute among the panelists on the show "Morning Joe" all of whom agreed that when it's said about a man, it is essentially a compliment while describing a woman that way summons other less flattering adjectives not suitable for printing.  More to the point, being tough for women is not perceived as an effective tool in the workplace. Why? While much has changed over the years, we as a society are still not completely comfortable with powerful women. This belief was affirmed by Kate White, editor-in-chief of Cosmopolitan. She noted that such is not the case when women are among themselves. Furthermore she believes that the next generation is far more comfortable than their predecessors. The discussion has been brewing all over the media because true or false, it's been widely held that while Obama is not tough [enough] & sufficiently experienced when it comes to handling the reins of the presidency, the same cannot be said for House Speaker, Nancy Pelosi. In fact, it seems to be universally believed that not only is she knowledgeable about how to wield power but she is comfortable doing it. Nonetheless it seems that a small women with a large gavel is still a big problem for some. What do YOU think?

The Job Hunt & Your Personal Brand

Recently I was reading a series of comments by professional image consultants who were bemoaning the fact that somehow it is still not clear to job hunters that they have to dress appropriately for the part. For those who still aren't sure what this means, I am talking about a freshly pressed, conservative suit & tie for a man [with shoes, not sneakers; black sneakers do not count as shoes] & a conservative dress, skirt ensemble, or pants suit for a woman. However, one of the comments made was incredibly astute. Someone pointed out that while there are people who may be excellent at what they do, they may not be as skilled at "who they are." What they were referring to are those people who have no sense of a personal brand, which then becomes a hindrance when job-hunting.  

What If I Don't Have A Personal Brand

You may be thinking, "but I don't have a personal brand!" Sure you do even if it's in basic stage. Let's start small-what do you do? Perhaps you are a salesperson, an immigration lawyer, or an app creator. It's a start. Be sure to carry business cards, which indicate what you do & how you can be reached. Then there's your online profile: do you blog, "tweet," maintain a Facebook profile? If not, get busy developing an online profile. The point is that developing a personal brand may sound scary, it is basically the compilation of things that tell others who you are, what you do, what your passions are & hopefully, why they should hire you! For more information about building your personal brand, check out this great piece by personal branding expert Dan Schawbel. Make sure your potential employers have all the relevant information about you, which indicates that you are the best person for the job.

The In's & Outs of Managing Sexual Harassment Complaints

Managing people at any level probably means that if & when a sexual harassment complaint arises involving one of your people, the chances are good that the problem will at least arrive at your doorstep even if it doesn't stay there. You may experience one of two reactions or both: you may want to provide comfort & consolation to the point where you feel yourself aligning with one party or you may not want to deal with any of it knowing no good can come of it Note: shutting your eyes & wishing away the problem is not an option, not even close; it's potential lawsuit. There are some basic pitfalls that exist when handling this type of complaint, which is why I maintain that every business [large or small] should have an employee handbook. This way everyone knows the company's policies & procedures. In a recent & excellent BusinessWeek article Jonathan Segal packaged some of the major pitfalls which I've distilled for you that run counter to almost any sexual harassment policy However one of the comments about the article was a thanks for alerting them what not to do but asked what does a manager do which is what I have attempted to cover here.

 The Big 10 List of What TO Do As A Manager

• Explain that the company has a process in place emphasizing that you it seriously & there will be a full & fair investigation [therefore confidentiality cannot reasonably be promised or expected] 
• Use everyday language focusing on what is within or against company policy rather than what might be construed as "illegal" since you never want to talk about any individual or the company itself breaking the law   
• Remain a neutral facilitator of the process at all times
• Remain respectful of the complainant’s physical boundaries. They may have been traumatized or at least feel that way. You do not want to add “fat to the fire”
• Demonstrate that you take the complainant very seriously through your tone & demeanor. This is not the time for either lighthearted banter or being cold or aloof
• Convey that you understand that there is never a good time to discuss something like this & as a manager you make it your business to make the time for such issues when they arise [as opposed to shelving them or making excuses concerning your schedule or workload]. Remember reporting this activity through the chain of command is the appropriate thing to do
• Reflect the position that you take the harassment component of the complaint seriously while remaining unbiased about the particulars of the alleged events
• Remain fair & receptive without placing blame on either complainant [or alleged respondent]
• Inform the complainant that there are policies & procedures in place & you may be only step one [depending on the size of your business & the role you play]
• Convey to the complainant that they have done the right thing coming to you & initiating company policy rather than confronting the respondent on their own or "acting out" in some counter-productive way

The Big 10 List of What NOT To Do

•     Promise absolute confidentiality
•     Use legal labels
•     Agree with the complainant, or take either side
•     Touch the complainant
•     Tease or joke with the complainant
•     Complain about your schedule
•     Deny the harassment component of the incident
•     Blame the complainant
•     Tell the complainant to talk with someone else [as in a lawyer]
•     Encourage self help

While this an issue every company would rather not have to deal with, it's best to be prepared & if necessary, try every means possible to resolve it in-house.

Ellen Gunty is an HR & OD consultant as well as a mediator in the San Francisco Bay Area

It's That Time Of The Year: Networking At The 'Big House'

It's that time of year again so tonight I attended my first Christmas party of the season. While I will have much more to say about networking do's & don'ts in an upcoming post [I very definitely witnessed a notable "don't" tonight], right now I thought I'd share this stunning & rather large gingerbread house with you. It's an organic replica of the host for tonight's event, the Claremont Resort & Spa.  While it may not be easy to tell by the photo, this thing is big; it's about the size of a small 7-11! Anyone care to guess how many calories are in that house? Hint: it's a 6 digit number! I call it the "big house' for good reason!