Tag: Gary Swart

Happy St. Patty’s Day – Weekly Article Dump

Happy St. Patty's Day - Weekly Article Dump (Image by http://www.sxc.hu/)

Happy St. Patty’s Day!

I hope everyone who was celebrating St. Patrick’s Day was able to not only have fun but stay safe doing so. Of course, when there is drinking associated with a holiday it can be easy to get carried away. It’s always a great idea to have driving arrangements or the option to sleep at a friend’s place set up before you head out to celebrate.

This year I was able to celebrate with a handful of my university friends that I don’t get to see as often as I’d like. I haven’t been drinking much at all now for nearly half a year, so I stuck to my one Irish coffee to meet my liquor allowance. We all had a blast discussing where our lives have taken us so far, and it’s great to see everyone doing so well. I was excited to hear that more people are hoping to relocate into or closer to Waterloo!

Happy (belated) St. Patty’s Day everyone, and I hope the recovery has gone smoothly today.

Articles

  • Empower Your Visionaries: Steve Faktor talks to us about who the visionaries are in your company and why you should be empowering them. Steve says that the visionaries within our organizations are frustrated by bureaucracy and will often leave to go start their own Next-Big-Thing. So what should we be doing with them? What can we do with them? Well… challenge them! Challenge them to make their radical ideas a reality. Extend the boundaries you’ve placed on them so that they can try to make their vision a reality and make them feel comfortable with the possibility of failure. Wouldn’t it be great if they’re next big thing was the next big thing for your organization?
  • Don’t Forget Me! Ensuring Distributed Team Members Aren’t Left Out: In this article, Gary Swart touches on how to make sure remote employees are kept engaged. Working remotely can be difficult not only for the person offsite, but for the people that are supposed to interface with the person offsite. Timezone differences, cultural differences (i.e. different holidays, for example), and the fact that you can’t interact in person are all things that make remote team members a lot trickier to work with. Gary suggests using the ICE (Identify, Clarify, and Extend) principle, which he outlines in his post. He also suggests using things like video conferencing so that you can pick up more on body language when you’re meeting remotely and even ensuring that you try to keep your technology homogeneous so that information can be shared easily.
  • Inspire Creativity at Work With All 5 of Your Senses: A good friend of mine shared this with me the other day, and I thought it was worth passing along. Many people don’t pay attention to it, but if you work a traditional office job, you spend a lot of time in the office. Even if you can get a little boost from your environment, it can potentially go a long way over time. This mashable is an infographic about how different colors and ambience in the office can be used to enhance (or restrict) different aspects of your thinking and interaction. If your work environment isn’t playing into your senses, you may be missing out on a positive effect!
  • Great leaders aren’t afraid to take risks: According to Alex Malley, risk taking is a very important part of leadership. He has a handful of suggestions for gearing yourself up for taking risks in your leadership role such as separating the personal aspect of failure from your role. If you’ve set yourself up with talented people, you have open communication with your manager, and you’re prepared for the “worst case”, then you should feel more comfortable taking risks.
  • The complete guide to listening to music at work: I’ve personally given up on listening to music at work during core hours due to the nature of my role (I’ve been told this is “humblebragging“, but realistically I’m just making myself more approachable). However, when I’m cranking through some development work on my own and I know I’m not going to be approached by anyone, I love to turn up some tunes. I thought Adam Pasick had a pretty cool write up about the different aspects of listening to music at work. Essentially, different styles of music may be better for different tasks at work.  I think it’s worth a read if one of the first things you do when you get into the office is strap on your headphones!

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Performance Reviews – Weekly Article Dump

Performance Reviews - Weekly Article Dump (Image by http://www.sxc.hu/)

Performance Reviews

It’s almost the end of the year, and performance reviews for many companies are just around the corner. This will be the first time for me sitting on the other side of a performance review. I’m excited, and to be honest, a little nervous about how it will all play out. I know our HR manager has done an excellent job putting together our initial take on performance reviews, but it’s still going to be up to me to ensure that all aspects of a performance review are communicated properly to my team. It’s definitely going to be an interesting time of year!

I’ve started doing a little bit of reading on performance reviews. From what I can tell, the general consensus is that most performance review systems are flawed and nobody knows the perfect way to do them. That’s kind of scary actually. So, like anything, I started questioning all the aspects of performance reviews that I can think of. So things like: What’s stack ranking? Why do companies stack rank? What are alternatives? What about leveraging teammate-driven reviews? etc… There’s a whole lot for me to learn, so I need to start by questioning everything.

With that said, how do you do performance reviews? Have performance reviews been working at your organization? Do you stick to “the norm”, or do you have your own interesting spin on performance reviews that make them effective for your organization?

Articles

  • Employee retention is not just about pizza lunches and parties: On the surface, things like candy stashes, catered lunch, and all other shiny perks seem like a great way to get and keep employees. However, keeping employees engaged is the sum of what attracts them to the company and what keeps them motivated while they’re working. Recognizing their accomplishments and giving them challenging and meaningful work is an awesome start.
  • 7 Reasons Your Coworkers Hate You: The truth? You probably know at least one person at work who does at least one of the things on this list. The harder truth? You probably do one of these yourself. It’s a pretty cool list put together by Ilya Pozin. I’d suggest a quick look!
  • How To Inspire Your Team on a Daily Basis: In this article by James Caan, he echoes one of the things I wrote about recently. You can’t expect to have a motivated team unless you lead by example. You really shouldn’t expect anything from your tea unless you are going the lengths to demonstrate that your dedication to the team and the team’s goal.
  • humility = high performance and effective leadership: Michelle Smith write about how humility is actually a great leadership characteristic. A couple of the top points in her article include not trying to obtain your own publicity and acknowledge the things you don’t know. The most important, in my opinion, is promoting a spirit of service. You lead because you are trying to provide the team guidance and ensure every team member can work effectively.
  • The Surprising Reason To Set Extremely Short Deadlines: This one might not be the same for all people. I think that anyone that tries to apply this as a blanket statement is probably setting themselves up for failure. How do you feel about short deadlines? Some people tend to work really well under pressure and having short deadlines. For those that do, this article offers a perspective on why. Under pressure, you operate creatively given your restricted set of resources, and you don’t have time to dawdle and let things veer of track. Interesting to read.
  • Eliciting the Truth: Team Culture Surveys: Gary Swart talks about something I think is extremely important for all businesses. Maybe your work culture is established, but where did it come from? It’s easy for people to get together in a room and say “we want to have a culture that looks like X”. It’s harder to actually have the culture you say you want. Gary suggests you do a culture survey to actually see what your work culture is like because… well, who knows better? A few people sitting together in a room, or everyone in the company?
  • You Are Not a Number: With year-end performance reviews and the like coming up, I thought it would be interesting to share this short article by Dara Khosrowshahi. Do you stick to stack ranking? Do you have in-depth conversations with employees about their performance? Have you tried switching things up because the canned approach just wasn’t delivering?
  • Which Leads to More Success, Reward or Encouragement?: Deepak Chopra analyzes the positives and negatives of using rewards and using encouragement as a means of driving success. The takeaway from Deepak’s article is that using rewards is not a sustainable means to motivate your team, and actually tends to create separation within the team. By leveraging encouragement, you can empower your team to work together and self-motivate.

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  • Nick Cosentino

    Nick Cosentino

    I work as a team lead of software engineering at Magnet Forensics (http://www.magnetforensics.com). I'm into powerlifting, bodybuilding, and blogging about leadership/development topics over at http://www.devleader.ca.

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