Outrageously bad employee behaviour makes for great stories in the media. You know the ones, like getting injured whilst having sex on a work trip, suing because the chair height was adjusted or the after-hours office liaison that the hotel patrons next door photographed. Even though these stories pique our curiosity, these are more the exception, and the rule of bad employee behaviour is an underlying slow rot that progressively destroys workplace culture. The old adage of ‘one bad apple makes the whole bunch go bad’ really does apply when it comes to culture.
Over your career, you will likely change jobs. If you are a team leader, a change in jobs probably means a change in teams as well. In an ideal world, you would get to handpick every person on your team to recruit only “A” players who work well together. When you move to a new team, you have to work with the team you are given and get the best out of them.
The dynamics of a family business are significantly different than in a general corporation. Most people don’t wake up next to the boss or sit down with the staff for Thanksgiving dinner.
Having lived in a family business for nearly 15 years, I understand the incredible high of successes as well as the challenges, fears and struggles. The pressure of building an established and trusted business, hiring internally, contracting externally, feeding the machine (marketing, making the phone ring, selling), questioning the direction of the business are often overwhelming.
The theme this month is clearing the path for mobility in your career. I coach a number of mid-career professionals and the recurring theme as they work hard to move from a staff level role into a leadership role is that they want to bring all their skills, training, and capabilities with them into their new role. After all, it has taken a lot of time and effort to acquire these skills, and we want to prove to people that we have them all. While I admire the effort, it really won’t serve you well as you progress in your career. Despite the reluctance, here are a few reasons why you shouldn’t try to bring every aspect of your past professional life into your new role:
It’s estimated that “regular telecommuters will total 4.9 million by 2016.” In addition to that, some “50 million U.S. employees hold jobs that are telework compatible, although only 2.9 million consider home their primary place of work (2.3 percent of the workforce).”
A fundamental change in the workplace such as this one can have a profound impact on the economy and job market. But what is driving this trend and why should we be kosher with this latest development?
Here’s what we know. For profit companies develop a vision, strategic plan, execute it and grow. So why shouldn’t non-profit organizations do the same? At CURE Childhood Cancer, our mission is to fund research that will lead to a cure for children’s cancer in which 16,000 new cases are diagnosed each year. So while we don’t manufacture or service gadgets, our approach for driving up revenue is built on the same business model as a for-profit company, and it works. Over 9 years, we have grown 452% bringing passion and purpose to our goals of dispersing millions of dollars to medical research institutions and running innovative support programs to help patients and families facing the extraordinary challenges of childhood cancer.