The Ripple Effect of Mentoring

Just imagine throwing a pebble in the pond.  What do you see?  Ripples form directly around the pebble and then radiate outward into wider circles.  This analogy shows how something seemingly so small can create a larger ripple effect.  The impact is undeniable.

The same holds true for sharing ideas and expertise.  Mentoring relationships are an increasingly popular method to create a ripple effect by offering support in this ever-changing world.  People are realizing that creating that network is instrumental to their success.

Still, there is often confusion between mentoring and coaching with industry experts being quite protective of the line that differentiates them.  As mentoring services take on a deeper role, that line seems to be merging.  Historically, mentorship is more of an advisory role, with the mentor sharing their experience and wisdom.   They offer answers whereby a coach asks questions that can potentially challenge individuals to change their behaviour.

Instead of dwelling on what makes coaching and mentoring different, it is becoming more common to implement coaching strategies into mentor relationships.  This creates a structure so as to deepen the methodology, allowing for coaching techniques to explore issues, set goals, action plan and create accountability.

Crossing that line is why I’ve created Lighthouse’s Mentor Network (check our web site for details), the first of its kind in the Sea to Sky Corridor.  Through confidential, facilitated group sessions, everyone fills the role of a peer mentor to share best practices, experience, ideas and wisdom.   It is to inspire and be inspired all at the same time.

And just in time to embrace Teacher Appreciation Week.   The United States recognizes May 2nd to 6th to honour teachers everywhere.  I would venture a guess that there isn’t anybody that has not had a boss, mentor or teacher help him or her along the way, thereby creating that ripple effect. Take a moment to reflect on who has had that impact on you and send them thanks!

“You can get everything in life you want, if you will just help enough other people get what they want” – author Zig Ziglar

Workplace Racism is Real

Racism in the workplace remains a fact of life that reduces our country’s productivity and economic growth.  According to Statistics Canada, about 36 percent of visible minorities have experienced unfair treatment or discrimination due to their ethnicity, race, language or religion. Of these, 56 percent faced discrimination in the workplace.

Research cited from HRDailyTips shows “team diversity appears to increase conflict in early stages of a team’s formation”, perhaps because “observable characteristics such as national origin, race, and gender alert people to possible differences such as attitudes, values, and opinions”.  Initially causing conflict, culturally diverse groups can gradually lead to opportunities to solve problems in unique and creative ways”.  So weathering those differences in diversity can actually help a team’s performance in the long run.

Employers can take positive steps in creating a racism-free workplace by:
•    Set targets for recruiting and retaining workers from minority groups.
•    Consult with minority groups on their experiences and needs.
•    Provide opportunities that meet special needs with regard to education and training.
•    Understand and fulfill legal requirements.
•    Openly listen to complaints and address them with zero tolerance to racism.

A Whistler local that I’ll call Mary suggested this column topic.  She openly shared her stories of experiencing discrimination at every stage of her job search.  Mary doesn’t get interviews when potential employers see Mount Currie on her resume, correctly assuming that she is First Nations.  Recommendations resulting from her proven work ethic have sometimes led to a face-to-face interview that turns sour when she shows up only to be advised that the job has been filled.  When she has been hired, treatment from employer and fellow employees alike, have made the situation unbearable.

I asked Mary how she coped with this, to which she replied that she gently reminds people we are all human and deserving of respect.  Even so, she says that “Sometimes I go home and I hurt.  I hope for a future where my child will not have to go through the same things because I love her so much.”

Mary, thanks for having the courage to share your story.  When I hung up the phone after our conversation, I hurt too!

VOLUNTEERISM ROCKS! (and so do companies that support it)

According to a Government of Canada survey, “almost 12.5 million Canadians, the equivalent of 46% of the population aged 15 and over, volunteered for charitable and nonprofit organizations in 2007.” That is an amazing contribution of over 2.1 billion volunteer hours collectively.

The benefits of volunteering are undeniable.  Everything from increased understanding of community needs to developing skills and knowledge to elevated self-worth are deemed as reasons to be involved.  But with huge demands on personal and professional lives, people increasingly report an inability to make commitments of time away from their family and friends.  Adding volunteer work on top of those time constraints is sometimes not a possibility.

A potential solution is something called employee volunteerism.   By definition, the term employee volunteerism “denotes a deliberate effort by an employer to encourage employees to participate in volunteer activities and to support them in these efforts.”

Companies often have a sense of corporate social responsibility and a belief that they have a duty to make a positive contribution to the quality of life in the communities where they do business and their employees live.  By creating a work environment where volunteer activity is valued and encouraged, they in fact, can foster a ‘volunteer-friendly’ workplace.

Whistler is a community rich in caring and presents tremendous opportunities for employee volunteerism.  Just look around and you’ll see fundraisers to help victims of the earthquake in Japan, Blue Jean Fridays to raise money for various causes or cookies for Girl Guides and Daffodils for the Canadian Cancer Society.

As we acknowledge National Volunteer Appreciation Week, think about what your workplace can contribute to make a difference.  As Winston Churchill said,  “We make a living by what we get, but we make a life by what we give.”

Top ways to create a culture of trust

Last week’s column touted the benefits of employers focusing on trust and value to heighten happiness, and consequently greater production in the workplace.  Studies are all well and good, but how does a company actually create that culture?

A good starting point is to understand what motivates people.  One of the best books targeting that very topic is Daniel Pink’s ‘Drive: The Surprising Truth About What Motivates Us’.

Specifically, Pink claims the secret to high performance and satisfaction in any area of your life is rooted in the “deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world”.  That certainly supports what I wrote last week, in that people need to take home the feeling that what they do adds value.  Ironically, to empower and trust turns the ‘me’ into ‘we’ and creates a culturally robust team.

Back to the ‘how’ of creating trust in the workplace, the resounding theory is that it starts at the top.  To that end, I’ve created the top five ways for leaders to create a culture built on a foundation of trust.

1.    Uncompromised integrity.  Walk the talk always and inspire your employees to do the same.
2.    Unify with your organization’s mission, vision and values.  Every decision, direction and strategy should circle back to being supported by your organization’s core values – for management and employees alike.
3.    Clear, transparent and consistent communication.  Communicate often.  Have an open-door policy to encourage two-way communication.  Honesty reigns so don’t lie.  If you make a mistake, admit it.  And be consistent.
4.    Don’t be afraid to say you don’t know.  If you don’t have an answer, find one.  Or better yet, you’ve surrounded yourself with talent so engage them in the decisions.  Invite feedback or new ideas and let them know the outcome.
5.    Show gratitude.  A simple thank you.  Always give credit where credit is due.

Take off…..literally!

Anyone that knows me realizes I’m a big fan of vacation time.  Really, what’s not to like?

But there is a growing trend that Canadians are not taking time off to rejuvenate.  Ipsos-Reid conducts annual surveys for Expedia that show 21 per cent of Canadians did not take their vacations in 2007.  That equates to $6.3 billion placed back into the hands of employers or 41 million discarded vacation days nationwide. British Columbians lead the pack when it comes to leaving vacation time unused.  And I thought we were such a laid back bunch.

The survey claims the following reasons for not taking vacation time:

•    Didn’t schedule it far enough in advance
•    Too busy
•    Have kids in school
•    Fear of being perceived negatively by colleagues
•    Missing an important meeting
•    Taking the cash instead of the time
•    Guilt
•    Have to take technology (i.e. laptops, blackberries, cell phones) on holiday so why bother?

Speaking to that last excuse (I mean ‘reason’), 48 per cent of Canadian workers felt that technological advances such as Blackberries, PDAs, webmail or cell phones have made it more difficult to get away from work.  And that was back in 2007!  With the explosion in convenience and advancement of technological devices, individuals are undoubtedly even more encouraged to keep in touch while “taking time off”.

So next time you’re wavering, consider these top five reasons to take a holiday.

1.    Vacations allow you the opportunity to enjoy quality time with those you love.
2.    Vacations allow you to rejuvenate and recharge.  Rejuvenating promotes creativity, clarity and your well-being.
3.    Vacations open your mind to the world outside so you experience different cultures.
4.    Vacations help avoid burnout by removing you from your daily routine and return you to work with a refreshed attitude.
5.    Vacations improve your wellbeing.  According to an article by Elizabeth Scott on about.com, “One study found that three days after vacation, subjects’ physical complaints, their quality of sleep and mood had improved as compared to before vacation. These gains were still present five weeks later, especially in those who had more personal time and overall satisfaction during their vacations.”

As Earl Wilson said, ““Vacation is what you take when you can’t take what you’ve been taking any longer.”

Trust is key to happiness at work…and life

The last couple columns highlighted the importance of creating a physical environment to enhance your wellness at work.  But beyond that, what garners contentment in the workplace?

Whistler Forum’s Leadership Sea to Sky Cohort welcomed UBC Professor John Helliwell to share his thoughts on that topic.  He has earned international renown for his pioneering work in incorporating social concepts into economic theories of development and growth.  In other words, you will go far to find someone that knows more about happiness and well-being!

Helliwell stated that about 95 per cent of books on leadership get it wrong.  The small percentage that gets it right, focus on a workplace centred on trust and values.

In 2009, Helliwell’s research (in a Gallup/Healthways poll) showed Americans are significantly happier on weekends than during the week, creating what is called a ‘weekend effect’.  Apparently, people are happier when they live, work and play among others whom they trust.  When social time and trust are higher, positive emotions become more frequent, and negative ones less likely.  Helliwell explained that, “a large part of the weekend effect is explained by the fact that on average the respondents have almost two hours per day more in social time with friends during the weekends.”   Also of importance is the quality of social context at work as the better the social context, the happier people are and consequently, the smaller the weekend effect.

Imagine if employers focused on trust and value to heighten happiness.  If employees are happy, they will be more productive with a caveat that they need to genuinely believe that they are valued.  So phoniness doesn’t cut it here and it’s imperative to attach value to what that person is taking home with them versus how many widgets are getting made.  However, ironically if that value is in place, the result will be more widgets.

10 Tips to Clear the Clutter and Be More Productive!

Last week’s column highlighted the importance of creating a harmonious workplace to elevate your mood and productivity on the job.  One of the biggest culprits interfering with efficiencies and happiness is clutter.  The web site About.com describes clutter as, “low, stagnant and confusing energy that drains energy from you.”

Ever since computers came into our lives, there has been promise of a paperless office.  With today’s green initiatives, there is a renewed interest in eliminating paper clutter.  Here are some tips to do just that.

• Go through each piece of paper.  If you set it aside months ago and haven’t needed it, what are the chances you’ll need it in the future?
• Eliminate paper mail.  Receive your bills online.  Ask the post office to hold junk mail.
• Set up automatic payments to avoid missing deadlines. Past statements can usually be accessed online so why print them?
• Open and deal with mail immediately.
• Don’t let newspapers and magazines collect.  If you’ve had a newspaper sitting there for a week, isn’t it old news?
• Reevaluate magazine subscriptions.  Can you read it online? Or read them and pass them on to someone else within a month.  Scan and electronically save articles for reference.
• Become best friends with your scanner – scan and save rather than printing.
• Organize business cards in a holder.  Better yet, save v-cards electronically and use a PDA as your address book.
• Anything on a bulletin board should have a one-month lifespan.
• How often do those coupons you cut out to save 50 cents ends up in the garbage because they’ve expired? Why bother?

“Out of clutter, find simplicity.  From discord, find harmony.”
- Albert Einstein

You’ll be amazed how great it feels to break the cycle of clutter.

Look around..how do you rate your ‘workplace wellness’?

Charles B. Corbin of Arizona State University defines wellness as:  “a multidimensional state of being describing the existence of positive health in an individual as exemplified by quality of life and a sense of well-being.”  Since most Canadians spend over 60 percent of their waking hours at work, workplace wellness is a key component in ensuring our overall health.

Both employers and employees can mutually create this healthy work world with benefits for each side.  A recent article in Alive magazine by freelance writer, Melissa Galea states, “a healthy, happy workforce means fewer disability claims, lower absenteeism, and boosted productivity.”  Consequently, an employee will benefit from increased job satisfaction and an active life.

Many businesses have workplace wellness programs but ultimately, employees should take responsibility for ensuring they get what they need for their own comfort and contentment.

Workplace ergonomics is a key factor in preventing injury.  In fact, Canadian employers are legally required to meet health, safety and ergonomic standards and most will at least provide the basics – an adjustable chair, proper keyboard and lighting.  Should you experience a repetitive use injury, it might be necessary to look at your surroundings to determine potential solutions, as well as to seek physiotherapy.  In fact, there are specialists (called ergonomists) that will consider physical, psychological and environmental factors to create a health workplace.

Beyond that, your actual workspace can significantly affect your mood and therefore, your productivity and happiness.  Here are some tips to create harmonious surroundings.

• Add a plant for natural energy.
• Keep a calendar with jokes or inspirational quotes on your desk to inspire you daily.
• A picture of something that makes you smile will do just that…make you smile.
• A book of inspiration that you can grab and read a couple pages will keep you on track.  Try ‘Don’t Sweat the Small Stuff’ by the late Richard Carlson is a great suggestion.
• Leave a pair of running shoes under your desk as a reminder to put them on, get out for a few minutes every day and enjoy beautiful Whistler.

Then there is removing clutter…but more on that next week.

 

Happy Valentine’s Day…but not in the workplace?

With Valentine’s Day around the corner, let’s look at romance in the workplace.  Although it might seem a safe approach to ban love in the office, it really isn’t feasible in a small town like Whistler.  A third or more of our lives is spent at our jobs and really, isn’t it better than meeting someone at a bar since you’re likely sober at work?

According to a 2008 Harlequin Romance Report, “33 percent of men and 32 percent of women surveyed admitted to having slept with a co-worker.”  Let’s face it, all is good until something goes wrong so you should consider what you have to gain or lose if pursuing a relationship with a co-worker.   If you decide it’s worth it, then you need to maintain your professional reputation with these guidelines in the office.

• Don’t use office equipment (including email) or company time to make social plans.
• Refrain from physical gestures.  Fill in the blanks on that one.
• Accept the possibility you’ll have to keep working with this person if things aren’t going so well between the two of you.
• Don’t get involved with someone who is married or in a serious relationship.

From an employer’s perspective, here are some issues to consider.

• If an employee’s ‘advances’ are actually not welcome, it could be harassment placing the company right in the middle.
• Typically, a manager should not be in a relationship with a subordinate.
• If two staff are in a relationship and decide to move out of town, the company loses two employees.
• If one employee is privy to confidential information, there is a risk that this information will be shared.
• Then there is the dreaded break-up and the risk unpleasantness will affect work performance and other staff.
• Companies should create a well-written policy and include it in the employee manual and as part of orientation for new staff.

Happy Valentine’s Day!

Cathy Goddard is Principal of Lighthouse Visionary Strategies (www.lighthousevisionary.com). Lighthouse offers business consulting, workshop and meeting facilitation and speaking services.   She can be reached at cathy@lighthousevisionary.com or 604.905.8660.

This blog is my weekly column for the Whistler Question newspaper.  I cross-post it here but you can check out the original version online at http://www.whistlerquestion.com

 

 

 

 

Keep Those Sick Germs Away

Sick girl blowing nose in kleenex tissue

With a nasty flu bug circulating through Whistler, it is a good reminder that if you’re sick, you should stay home from work.  Unfortunately, about 90 percent of people tend to go to work when sick.

We’ve all done it and in fact, done it so much that the experts have coined it as ‘presenteeism’.  The opposite of absenteeism, presenteeism is when employees come to work despite not being able to function up to their normal standard.

L.M. Sixel, a business writer for the Houston Chronicle cited a 2006 study of human resource executives that, “66 percent of sick employees come to work because they’re worried about missing important deadlines or that they have too much work to miss time.” Apparently, another 25 percent report their company cultures discourage them from calling in sick.

Both presenteeism and absenteeism affect a company’s bottom line with costs soaring over the past decade. According to Statistics Canada, absenteeism costs employers in excess of 15 billion dollars a year due to decreased productivity, lost opportunity costs, financial impact and administrative costs.   Specifically, presenteeism results in low productivity and spreading germs to other staff.

People are sometimes infectious before they actually show signs of illness so preventing germs from being spread is an ongoing practice to initiate in the workplace.  The rules are commonplace now.  Sneeze or cough into your elbow, not your hand.  Wash your hands frequently with warm water and soap.  Don’t wipe your face, nose, and mouth with your hands.

And finally, don’t overlook keeping your work environment clean.  A University of Arizona study found that a worker’s desk has far more bacteria per square inch (almost 21,000 germs per square inch) than an office toilet seat (49 germs per square inch).  Phones have almost 25,000 germs per square inch.  Get in the habit of disinfecting areas such as telephones, door handles, light switches, computers keyboards, photocopiers, worktop surfaces and such.

Stay healthy everyone!

Cathy Goddard is Principal of Lighthouse Visionary Strategies (www.lighthousevisionary.com). Lighthouse offers business consulting, workshop and meeting facilitation and speaking services.   She can be reached at cathy@lighthousevisionary.com or 604.905.8660. This blog is my weekly column for the Whistler Question newspaper.  I cross-post it here but you can check out the original version online at http://www.whistlerquestion.com