dranthonysblog

November 20, 2013

Leadership in a 1,000 Words

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Leadership is ever-present.  We experience it almost from the time we come into this world until the end.  When we are very young our parents, or guardians, guide, teach, and care for us.  They influence us to achieve common or at least desired goals.  Teachers and coaches do the same, though in a somewhat more detached and less informal way.  The same can be said of supervisors, religious leaders, and various professionals we solicit to assist us.  Friends and colleagues also display leadership as do civil servants, like police officers, firefighters, and military personnel.  Leadership is part of our lives and it would be difficult, if not outright impossible to thrive, or at least survive long, without it.

Leadership can have positive, negative and insignificant influence on our lives, depending upon your perspective.   Similarly, some lessons learned from leaders stay with you for a lifetime, such as the way some address elders as sir or ma’am, while others fade quickly like wearing your clothes a certain way to be perceived as “cool”.

It has been talked and written about since at least the time of the ancient Greeks and very likely much earlier than that.   Some who study leadership will tell you that it is learned from observing and experiencing it.  Others believe that leadership is innate and that we are born with it.  Another group advocates that leadership is some combination of the two.  Formal theories have been devised that range from leadership being explained by a series of rewards and punishments, to personality traits both in-born as well as learned, to situational factors, which give weight to context as well as to individuals.  There are also theories that seek to explain it by relationships, with power being a key ingredient, as well as many hybrid approaches.

Most will agree that great leadership has the ability to inspire, motivate, and transform outcomes from group endeavors of all types.  Many civilizations, nations, corporations, groups, and individuals have benefited from leadership.  Similarly, much damage, destruction, and pain has also been wrought by people exercising leadership for conquest or oppression.  These days, if you desire, you can take classes in leadership and even earn an undergraduate or advanced degree in it.  Innumerable books have been written about leadership, especially in the last few years, and yet we still do not really know much more than we did when we first started wondering about it.

One of my early jobs was as a dishwasher in a college cafeteria.  The supervisor was a man named Rick and he led a team of young people like me by being actively involved and often personally teaching us how to complete required tasks.  He did this usually with a smile and was always willing to lend a hand, whenever needed.  The employees, my peers, respected him and the work was also always well done and completed on time.

Many years later, I worked for a boss who knew little about the operation and cared nothing for the staff.  As far as we could tell he spent much of his time simply goofing off in his office.  The decisions that he made were done with little regard for facts and the results were not given any real scrutiny.  The end was predictable and he was soon out of work.

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A leader that I later worked for was very obviously tired and did not want the job.  However, because of the circumstances, he had little choice but to stay.  The staff respected his experience and he obviously worked very hard.  However, he was easily manipulated and many of the employees took advantage of this, which caused great problems for the organization.

Yet another individual I worked with was very successful at her job and made many improvements.  She listened to employees, analyzed issues thoroughly, and quite obviously cared about the organization and those who were employed by it.  She worked hard to enhance organizational performance and challenged everyone to do the same.  She was focused more on the work and less on what was in it for her and the organization prospered under her leadership.

These types of experiences, and many more, combined with my education and training have provided me with a unique vantage point from which to contemplate leadership.   These days, I really do not think any of the theories satisfactorily explain or account for all facets of leadership.  This is because human behavior is complex (any mom, little leaguer, or bartender knows this) and is very likely influenced by both inherited as well as learned factors.  The expression of inherited factors itself is complex and is probably affected by multiple environmental influences, in ways that we do not yet completely understand.

Additionally, the context of any situation contains a multitude of factors that can and likely do alter outcomes.  In this regard, followers themselves also influence leadership through formal and informal means, though this is seldom taken into account when evaluating the effectiveness of leadership.  Similarly, individual definitions of leadership are diverse and not fixed.  So what defines good leadership to one person may be perceived as inadequate, ineffective, or just plain bad to another and both could be evaluated differently by the same person on a different day!  Follower and leader moods and attitudes are also not fixed and these too will affect perceptions and subsequent behavior (i.e., the world looks better when we are happy than when things are not going our way).

Where does this leave us?  At this point, with three thoughts:

  1. Leadership is important
  2. We do not yet really understand leadership
  3. That understanding leadership should be a priority for everyone

It is important to keep these in mind, because there are some who claim to fully understand it and will pass on their knowledge to anyone who will listen, or pay, for the privilege.  Until we fully understand it, which may take a while, keep this in mind and decide for yourself just what constitutes effective leadership!

May 5, 2013

Be Proud to Be an American

My middle schooler, Tony, wrote the following essay in class last week about why you should be proud to be an American:

Be Proud To Be An American

When people think of the United States of America, they think of many things such as eagles, Thanksgiving and our iconic red, white and blue flag full of 50 bright stars.  Yet, our most important traits as Americans is our freedom and rights that god gave us as human beings, also known as the Constitution and the Bill of Rights.  What if we had never came up with that concept?  People would be locked away in jail just for sharing their opinions.  Take some time and think about that!

The Constitution and the Bill of Rights protect us in a special way that most of us “youngsters” do not realize.  Take Amendment III for example; because of that Amendment we do not have our soldiers coming into our homes anytime they want taking all of our food and sleeping in our nice, warm, comfortable beds.  Also, the Constitution and the Bill of Rights allow us freedom of speech as well as let us have our own bias and opinions.  In other countries they would lock you in jail without a fair trial, even if you were framed.  In the United States, you get to prove your innocence and even if you do not have a penny to your name, you still get a lawyer – FREE.  Those are some examples out of the Bill of Rights.

In the United States, we have a lot of freedom that other countries do not have.  In some Middle Eastern countries, such as Iran, they might cut your hand off.  In China the Communists try to make everything and everyone even (they also only allow you to have one child).  So, next time you speak the Pledge of Allegiance, make sure you mean it and BE PROUD TO BE AN AMERICAN!!!

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February 16, 2012

A Visit to the 2012 Florida State Fair in Reverse

A new perspective is gained when viewing events in a different order!

The Florida State Fair was Definitely worth the visit and I would urge you to check it out, if you are interested.  As of the date of this posting, you still have one weekend left to take it in for yourself!

The evening was unusually cold for Florida on the night of our visit.

The lights and colors always remind me of fairs past.

Interestingly, not all who came did so for recreation or escape, some came to work!

The rides were plentiful and varied.

There were also animals of all types!

The exhibits and vendors were as you would expect and appeared to be doing a healthy business this year!

A talkative Robot amused the crowd.

There were singers and dancers that did not disappoint the viewers, who themselves were variously eating, talking and watching the show.

We sighted Elvis shortly after we entered the gate, though he was a bit taller than we expected him to be!

The crowds were already gathering when we arrived and I immediately noticed the typical vendors and sights of fellow fair goers quickly blending into the experience.

Some of my best memories growing up were of attending fairs on the west coast, so I was looking forward to visiting the Florida State Fair this year and it did not disappoint!

January 14, 2012

Management by Anger

How many of us have seen, heard, or been on the receiving end of a supervisor, or manager, yelling or losing their temper at work?  Based on my experience working for all types of employers, I am guessing the number is very high.  Since many employers today are more leanly staffed, with correspondingly high workloads, it is probably happening even more now than in the past.

The reason I bring this up is because I do not think it is talked about near as much as it should be.  Yelling or losing your temper at work in many instances probably does little to correct whatever behavior triggered the response and indeed may needlessly create other, likely larger, problems for all concerned.

When someone yells or “goes off” on you, how do you react?  Are you inclined to be more introspective and say or think “gee, I really screwed up and need to correct myself?”  Or is your reaction more likely to be “wow (fill in your bosses name) is really acting like a (fill in your favorite cuss word) today?”  I am guessing that more would agree with the latter than the former.  Since most people have probably figured this out when they were young, why do many of us still use anger when managing others?

Without getting into the psychology of it, which is far better left to those with clinical backgrounds, for whatever reason they are doing it, and it happens a lot!  An example of what I am talking about occurred when a young Army officer became upset with a seasoned subordinate soldier because she failed to follow a process correctly.  The officer yelled at the soldier who became so upset that she cried and he angrily dismissed her.  She left his office, visibly upset, and was called into the Commander’s office as she walked by.  He asked her what was wrong and she said that she just spoke with her supervisor and he yelled at her for something that was done by another soldier. He was so upset that he did not allow her to explain that important detail to him.

The officer ended up being “talked to” by his supervisor, the Commander, which could have been avoided had he simply not allowed his anger to control his actions.  The soldier he yelled at also lost respect for her supervisor, which negatively effected office morale.

Another example of management by anger happened when an assembler in factory accidentally dropped some expensive precision bearings on the ground that he should not have moved in the first place.  The manager yelled at the employee who then yelled right back at his boss!  Unfortunately, for both, the general manager was in the area and overheard much of the exchange.  Both manager and subordinate were severely disciplined as a result!

In another situation, a supervisor in a sales division yelled at an employee for being late the minute he stepped into the office in front of several other staff members.  The employee had already been talked to and disciplined once for the same offense and the supervisor really needed him that morning.  Unfortunately, the employee later told a friend what had happened and he told his neighbor who was at that time considering doing business with the company.  The neighbor decided, in part due to the incident, to take his business to another “more professional” organization.

Unfortunately, I could provide many more examples, but regardless of whether the employee deserved it or not, the majority of the outcomes were negative for the organization as well as the individuals involved.  What truly amazes me is that, though most of us know this, the behavior of managing people by anger continues in organizations everywhere.

In managing employees, the goal should be to simply correct undesired workplace behavior, whenever it happens, and encourage productivity, however that is defined.  Managers and supervisors should not take advantage of an employee’s inappropriate behavior to unload on her or him, however much they feel it is deserved.  Even if it is deserved, and we all know this, the behavior really will not get fixed that way!

When faced with these situations, managers and supervisors who are really upset at an employee should do the following;

  • Be sure to get all the facts before to talking to the employee (this is often not done but can make a big difference in your understanding of the situation!)
  • If it can wait, delay having the conversation until after you have calmed down
  • If it cannot wait, do what it takes to calm yourself down first, or have someone else talk to the employee instead
  • Once you do speak to the employee, ask them to tell you what happened and do not assume, even if you think you have all the facts, that you know why or completely how a certain situation happened (i.e., giving anyone a chance to explain their actions, will almost always help in successfully resolving situations)
  • When they speak be sure to really listen to what they have to say and reserve your judgment until after you have completely heard and understand their explanation
  • If it is a complex situation, take whatever time you need to fully understand it, so you will be able to come up with the best solution
  • Lastly, even the best employee has an off day, so when you are thinking about how to respond to a situation, be sure to take that into consideration as well!

A lot of solid research has been done try to understand human behavior, and misbehavior, especially within organizations.  Nonetheless, the art of managing people in professional organizations is still very much in its infancy, so when you are practicing your particular craft the golden rule still applies!

July 9, 2011

The last Space Shuttle launch; before, during, and after!

I had seen it live before, but this was the last one, and so we had to see it again – one more time!

Then we waited…

And took in a few sites…


And this…

And, unfortunately, also this.

We had a brief scare that was caused, or so I was told, by someone’s lunch left unattended!

We also entertained ourselves…

Then we watched as it started!

And we were rewarded with this!

Then this…

And this too!

Then fairly quickly it was out of sight!

But definitely not out of mind…

Then or ever!

We soon left as we came, people from all over.

Leaving all at once!

It was quite a morning and quite a crowd too!

It took a while, and we were a little sad, but still excited, though a lot tired, much in awe, but happy to be back home!

June 30, 2011

Job Interviewing Tales

Unless you were born into lots of money, you have likely had to interview for a job at some time in your life.  Many of us can recall without too much effort how we felt about the experience with nervousness being a common theme along with nausea in some extreme cases.  Whatever your experience has been few of us would probably say that it was fun or enjoyable; even those who consider themselves good at it!

My father, having started his professional career in personnel, would help his friends and members of the family by setting up mock job interviews.  We would later hear afterwards how these really helped the person to overcome some of their anxiety about the process and do well on it.  Many people prepare in this way or study the organization and review questions that they believe may be asked with varying degrees of success.  Numerous articles and books have been written about it as most of us recognize the importance of doing well in what amounts to an oral examination to get offered a job.

Some people, however, do little preparation and essentially leave everything to chance.  These individuals either have lots of experience, great confidence, or both.  The outcomes in these situations depend very much upon having significant amounts of both present to be offered a job.

Interestingly, there are also those who probably do none of these things and actually, for whatever reason, show up for an interview and do crazy, or irrational, things.  The outcomes for this group are as varied as their approach and are the subject of this bit of writing.  The below tales are from personal experience, though the names and some of the details were changed to ensure they remain completely anonymous which is important for reasons that are probably apparent once you read them.

Inseparable?  – It was an overcast fall day when I received a call from Mrs. Jones.  She said that she was calling for her husband who was scheduled to be interviewed for a senior management position next week.  Spouses sometimes call in my experience, so I was not too concerned when she started asking questions about benefits.  When asked what she should wear to the interview is the precise instant I knew something was not right.  After recovering from my shock at her question, I explained that interviews were done with just the job candidate present and members of the interview team.  She would hear absolutely nothing of that and insisted that she be allowed to sit in on his interview.  I told her I would have to get back to her as to whether we could allow it, but that I was sure that she could not.

My second shock came when I consulted with the hiring manager, a very senior person in the organization, and he said he would allow it.  When I explained my many concerns about allowing a spouse sit in on any interview, he patiently listened and then said that the candidate could significantly help the organization (in English – he had an extensive industry specific Rolodex that the organization wanted) and for that reason he would allow it.  At this point you can probably guess the outcome and so yes he was eventually offered the job.  He helped the organization as predicted but he also caused, in my opinion, far more problems than he fixed!  His wife continued to be as involved as she could, much to the employee’s detriment, though I am sure he does not know that to this day!

Pass the mustard – It was late-morning when a professionally dressed candidate showed up a little early for his interview.  The position he was interviewing for was a mid-career professional job and over the last few days the organization had interviewed several good candidates for the position.  He was in his mid-30’s and well-mannered.

I invited him in to the room and we began the interview.  He detailed his background as it related to the job in effective manner as I listened intently thinking at this point that he may be a good fit for the organization. Everything was going well when he casually pulled out a sandwich from his briefcase, un-wrapped it, and took a bite before I could say anything!  While he was chewing I explained that we could have a better discussion if he would hold off eating until after the interview.  He offered no explanation and did not get the message and so we continued the interview and he continued to eat!

After we were done he went to the hiring manager and her staff to be interviewed by them.  Afterwards, I was told that they would like to bring him back for a final round of interviews until I explained the behavior he exhibited during interview.  Once they heard that, they decided that the lack of judgment could be a liability and so he was not brought back in for another interview and he did not get the job.  I must admit the sandwich looked good but probably not worth losing the opportunity that he did over it!

Party time! – I knew something was wrong with this one when I saw the candidate run for the restroom, covering her mouth the whole way.  She emerged a few minutes later looking slightly green.  I invited her in and when she shook my hand it felt clammy.  When I sat down I made a mental note to wash my hands after the interview as I thought she might be ill.  I asked her if she was feeling OK and added that if she was not we could always reschedule.  She said that she did not sleep well last night but that she would be fine for the interview.

Midway through the conversation, which was going well except that it was obvious that she was not feeling well, she asked if she could take a short break.  No sooner had I agreed when she got up and walked very quickly (almost ran) for the restroom.  When she was gone I was feeling bad for her as I thought she was ill and was thinking of another way to ask her if she would like to reschedule, when I caught a strong whiff of alcohol coming from the area where she was seated.  Shortly after she returned we completed the interview.  On her way out, I noticed that she tossed a bottle in the trash.

The bottle turned out to be exactly what you would think it was (Vodka actually).  In this case, the interview panel did not select the employee, without even hearing about the above details.

The Auctioneer – John (not his real name) was a well dress man in his late forties was interviewing for a job in sales.  He showed up on time and had a pleasant demeanor.  After I asked him a question, however, he responded with a detailed answer but the rate of his speech would have impressed the most seasoned of auctioneers.  After a couple of more such responses, I gently reminded him that we had plenty of time and to feel free to use it when answering the questions.  He did not get the message and, due to his rapid fire responses, the interview was finished in less than half the time they usually took!

He was otherwise a solid candidate and would have been a good fit for the organization.  Unfortunately, he continued with the same rapid fire responses with the other people who interviewed him and he did not initially get the job.  I say initially, because shortly after the position was filled it became vacant again.  After recruiting a second time, the pool of qualified candidates was such that the decision was made to bring him back for another interview.  He must have received some feedback in between because the second time around, I was told that he spoke at a more natural rate and was offered the job where he stayed for many years and did great work!

Less is more right? – Monique was a 30-something, stay-at-home mom who was seeking to reenter the workforce after a 10 year hiatus.  She had a bachelor’s degree in English and had 7 years of experience working in operations.  When she was brought in to the office she was very professional and had a terrific smile.  When asked questions, her responses, however, were brief and with precious little detail.  When asked if she had anything to add (to try and draw her out) she flashed her smile but declined saying that she felt comfortable with her response.

Regardless of the question asked her responses were always concise and devoid of much detail.  She did not display any nervousness and her answers actually addressed the question but did so in such a way as to leave the interviewer wondering.  An example of this is when she was asked to describe her experience in Managing people.  She replied that she managed 3 staff members in her last job, two manufacturing coordinators and one specialist.  She continued that she enjoyed the work and would not mind being a supervisor again.  On the surface it sounds like a reasonable response but she missed an opportunity to provide information about her challenges and accomplishments.

She did not get a job offer, however, I saw her 3 or 4 weeks later as she was entering the building.  She had signed up for a temporary employment agency and was hired to handle customer service for the organization.  Several months later she was hired into a regular position, though not in the field that she interviewed for.

The early bird catches the worm? – It was just after 9:00 am one morning and I had settled in to work on a project for a few minutes before attending an important meeting.  As soon as I started to work my phone rang and it was the receptionist informing me that Ms. Wong (not her real name) was here for her interview.  I checked my schedule and confirmed what I already knew, that Ms. Wong was not scheduled to be interviewed until 1:00 pm that afternoon!  Showing up a few minutes early was one thing, but showing up 4 hours early was something else.  I asked the receptionist to send her in and that I would talk with her and find out why she was so early.

Moments later Ms. Wong was in my office and we were shaking hands.  I asked her why she showed up so early when her interview was not until the afternoon.  I was honestly expecting her to say that she wrote down the wrong time, when what she said was simply that she always liked to be early for appointments.  I explained that being a few minutes early was always a good idea but that most organizations scheduled interviews as they had other responsibilities to take care of that often could not be changed with no notice.

I informed her that she could not be interviewed until her scheduled time and that she would have to come back then.  She told me that she had no place to go, so I explained that there was a coffee shop and a library nearby as well where she could go.  She left reluctantly and actually showed up a few minutes late that afternoon.  Her interview was unremarkable otherwise and she did not get the job, though not because of her early arrival, but rather due to the fact that there was another more qualified person who was offered the position.

Job interviews are stressful events that sometimes cause people to do crazy things.  If you are ever in a position to interview candidates for a job remember these tales and be prepared to encounter all manner of behavior.  Equally important to note is, if you have a job interview scheduled, relax, prepare as you see fit, and try to behave rationally!

May 7, 2011

My Mom…

I could not write about my father without also writing about my mother, Dorothy Jean Smith.  Her experiences are less expansive than my father’s, but that does not mean that her journey is no less unique or important than his.  Also, with Mother’s day coming up, and the world still digesting the recent news about what bin Laden’s demise means, a story about a mother is just what this doctor decided is needed.

My mother was the third born child of Ivan “Jim” Smith and Adelie “Addie” Kent.  She was born in the middle of the depression in Boise, Idaho.  Her father was earlier in life a farmer and park ranger but, by the time she was born, he was a beer distributor and her mother took care of the 5 children (4 girls and 1 boy).  Addie could trace her family tree back to the Mayflower, while Jim’s included a Dutch grandfather born in the middle of the Atlantic Ocean and also likely a confederate soldier from Louisiana.  Addie was raised on a horse farm and though short (a couple of inches shy of 5 feet tall), she was said to be a great rider.  At nearly 6 feet, Jim was tall for a man of his day (he was born in 1899), and had traveled the rails for a time when he was young.  When Dorothy was a girl, her father told her stories of a place where they eat flat, round bread with vegetables so hot they would burn your mouth.  She would later retell this story acknowledging the irony of her later life with my father and that fact that she was a great cook, especially of Mexican food dishes!

Dorothy, according to my grandmother, was a headstrong little girl, who when she was 3 would make neighborhood kids walk around, not on, her father’s sidewalk.  She loved to play with her younger sisters and sometimes had crushes on her older brother’s friends.  At 15, she took a job as a soda jerk (mom’s term for it) at a local ice cream shop, where she earned money to buy clothes and have fun, like most young girls in those early post war times.  While in high school, she was a cheerleader and among her classmates at Boise High, was a young man with the last name Albertson, whose father owned a local grocery store.

After graduating high school, a first in her family, she wanted to see the world. She found her ticket when a girlfriend suggested that they join the newly created United States Air Force (prior to 1947 it was part of the Army) together. Unfortunately, her father would not allow it and refused to sign off on her enlistment paperwork, a requirement in those days.  She eventually convinced him to sign and a few weeks later she found herself in San Antonio, Texas attending basic training, which is something that few young women did in 1951.  Her friend, unfortunately, was not found to be fit for service and so Dorothy entered the Air Force alone.

Immediately after completing basic training she attended a service school where Dorothy learned administrative skills.  Upon completion of the program she was stationed at Eglin, Air Force Base, in Pensacola, Florida.  Dorothy would later say, as her husband did as well, that this was one of the happiest times of her life!  The base was staffed with thousands of airmen, including pilots and support staff of all types, however, only a couple of hundred were women.  Mom said finding a date to catch a movie or go to a dance was never a problem.  Playing on the then undeveloped beaches, snorkeling and enjoying a game of ping-pong were the favorite pastimes that mom said she enjoyed while stationed in Florida.  One evening she met a Latino airman from California, who played piano in local clubs after hours.  The pair were soon dating and eventually became a couple, not unlike the popular one portrayed by Lucille and Desi on prime time television at the time. They soon married and spent most of their last year in the service living off base in a small house, where mom said that they constantly entertained their friends who liked escaping barracks life as often as they could.

After both were honorably discharged, the couple moved to southern California where they decided to settle down.  Over the next 10 years they had 5 children, 3 girls and 2 boys.  Early on they opened a restaurant which did not last, and my father worked a number of jobs, while mom stayed home and taught the children how to make beds so tight you could bounce a quarter off of them, and at bedtime lined them up and marched off to bed.  These practices were amusing remnants of the fact that Dorothy really wore combat boots and had all the training that came with them!

Mom was always there to make sure we were up in the morning, did chores after school, cleaned our rooms on weekends, had fun, and along the way taught us those skills that would be needed as adults.  Like most mothers during those days, her job was to manage the household.  She did this very well and cooked, cleaned, and coordinated all the daily details for her family while still making the time to befriend many and enjoy life.

She had a great sense of humor, even if it was at her own expense such as the time one of my sisters, who was 3, locked her out of the house when she really needed to use the restroom.  The result was predictable and mom loved to retell the story anyway never failing to mention the devilish grin her daughter had as she repeatedly refused to let her in the house.  There was also the time when mom needed to dry her hair while simultaneously trying out her eldest son’s mini-bike in the backyard.  She drove round and round until her hair was dry and had fun while entertaining us.  During our last trip together as a family, we drove 200 miles through the Sonoran desert (that is a tale for another time) and have super 8 film of her being chased by a bull while answering natures call and of her literally kissing the pavement when we eventually reached it!  The road did not look that clean either, but mom did not mind as she was just happy to be on pavement again!

When the children were a little older, she worked as a waitress part-time at a restaurant to earn to extra money and told us kids to help ourselves to her tips, which we (the bigger ones anyway) apparently did perhaps a bit too often.  Later on, she worked part-time as a hotel maid, but did not share those tips with us!  After her kids moved out, she worked full-time for a state social services agency helping field client calls and completing paperwork.

She supported my father’s career fully and even helped to found a halfway house and assist with professional association membership drives. She made sure our holidays were filled with cheer and laughter and that we took vacations back to Idaho, down to Mexico, up the coast, to the desert, or in the mountains whenever possible.  In later years she even made sure that Dad and her visited Alaska, Hawaii, Central America, the Deep South, the East coast, and Europe.

She loved to shop and enjoyed buying her friends and family presents, which she did often.  Dorothy believed in helping people and many times while growing up we had family or friends staying with us to assist them in getting through some transition in their lives.  She told me that it was important to always celebrate marriages, births, graduations, and other significant life events and to remember those who are no longer with us.

At the age of 60, she was diagnosed with an aggressive form of lung cancer and I was present when the doctor gave her 4 months to live. This was one of the very few times that I saw the twinkle leave my mother’s eyes. She quickly rebounded, obtained another medical opinion, and fought with everything she had to live.  Five years later she was cancer free and went on to live another 10 years after that! Mom was quite the fighter!

She saw the birth of 7 grandchildren, 4 girls and 3 boys, and made it a point to be present when both of my sons were born.  She told us children that she loved us very much, but that grandchildren were very special in a different way in terms of the joy that they bring during that stage of a person’s life.  She and my father were together over 50 years and, though they were quite different, they loved and supported each other as much as any couple I have thus far known.

Summarizing a life in a few hundred words provides an incomplete glimpse at best, regardless of who they were or what they have done.  Still, hopefully enough was written so that you have an idea of the kind of person my mother was and what she meant to her many friends and family members.  As this mother’s day approaches, the third since she has left us, I am very much reminded of her wise words about celebrating life and about how fleeting it really is.  If yours is still with you, spend time with her, and listen to her unique stories, even if you have heard them many times before…

April 16, 2011

Finding a job these days…

Countless articles, books, and blogs have been written about finding a job.  Most were typed with the best of intentions and all have their own perspective on how best to do it.  I know because I have read more than my share of them over the years and found much useful information in some, though others were definitely lacking.

The reason for the disparity is as varied as human nature.  Some are written clearly with the hope to make the writer famous, sell books, or build a consultancy.  A lot of them are based on the writer’s own experience gained in one particular industry, with only certain types of jobs, or in one region.  All of this is fine within a particular niche, but it may not work at all for different jobs, places, or circumstances.

These days many employers have down-sized significantly, competition is generally global, and uncertainty is rampant.  Traditional ways to find work probably will not help you to get a job.  This is made even more challenging by modern technology where the resulting hyper-connectivity to information and people is completely unprecedented in human history.  This fact alone has changed many things, including finding work.

I have been a job seeker several times in my life and most recently last year.  Having worked in Human Resources for the majority of my career, in jobs ranging from Personnel Specialist in the Army to Vice President of Human Resources for a global service sector corporation, I have a lot of experience in hiring people.  My master’s degree is in Human Resources and my PhD is in Industrial/Organizational Psychology, so you would think I would have all the answers when it comes to finding work.  Well, 15 very long months of seeking full-time employment taught me otherwise!

Why?  Two major reasons really.  The first is the economy.  Even now, when experts say it is improving, many employers are still understandably hesitant to add staff to their payroll.  In fact, a glance of the news shows that many state and local governments in the United States, for example, are still receiving less revenue and most if not all are working to cut their budgets.  This will translate into more employee lay-offs. In the private sector things are not much better as employers are still slow to hire new workers.  When employers do decide to hire they are overwhelmed by the sheer numbers of applicants and that decreases the odds of getting hired for any job seeker.

Employers’ responses to being inundated with applicants causes the other major reason finding a job is so challenging these days.  In order to manage the process, all the applicants must be screened (filtered) to a number that the employer can reasonably assess and hire from. They do this many ways but the majority of processes amount to selecting only the most qualified candidates to seriously consider for a given job based on some criteria.  “Qualified candidates” in this instance often means only those with highly specific experience and training are given any consideration at all.  From the applicant perspective, it feels like you must have the perfect background to be hired for any job, when in reality for many positions you really do not.  The prospect of getting hired these days appears about as likely as buying the winning lottery ticket from the local convenience store.

Having said this, what advice would I give a job seeker now?  My best answer, admittedly based heavily on my own recent experience, is as follows:

  1. Do not give up, even though it may take a while.  Jobs exist and you will get one.
  2. Take care of yourself, eat right, exercise, and get enough sleep.
  3. Find time to relax.  If you appear to be stressed out, it will show!
  4. Decide what types of jobs you are “currently qualified” and “willing” to do.
  5. Research the employers that hire those types of jobs and learn everything you can about the industry, the work, and especially how they hire people (most public libraries have free Internet).
  6. Apply to jobs using methods that they favor based on your research, follow-up, and apply to others.
  7. However you decide to apply, make sure you present yourself honestly and in a fully professional manner (both on paper and in person).
  8. Network with professionals in the field and let them know you are looking.
  9. Be creative and dedicated in your search efforts.  Wishing or getting angry, or depressed, will not help get you a job.
  10. Believe in yourself!

Make no mistake not having a job is an extremely humbling experience for anyone!  You are not alone and you will find a job if you keep at it.  Good luck, though unlike buying lottery tickets, that probably has little to do with it these days!

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