Getting People Ready For Work

Jackie found himself overwhelmed in high school. His mother worked as a hotel maid. His father, on disability, drank more than just casually. Neither Jackie, his siblings, nor his parents graduated high school. Jackie rolled from job to job in his younger days, but suddenly in his 50s he finds himself in a pickle. He cannot find work to pay his bills, his medical needs, or his wife's needs.

Not exactly a shocking story today. I did not write about Jackie for shock. Jackie is just another in the millions of unemployed. So, what makes Jackie unemployed? Why write about Jackie?

Jackie is indeed like millions. Unemployed, uneducated, and in need of medical care. Jobs are there and while many would say "do something," Jackie's medical needs unmet does not allow his flexibility or mobility to perform most low wage jobs. Before we lose focus on the jobs issue, how should we approach Jackie's situation?

Many would say training. Before jumping on that wagon, remind yourself Jackie is uneducated. Well, then educate him. Is it that easy? Just educate them then train them? How long will this take? At what cost?

Now that we described a married man with baggage and his maintenance needs, let us turn away from Jackie. I am not sure we can solve Jackie's problem today. We can however, position ourselves to avoid the many Jackies to follow. What about the Susans out there in the same predicament, only single and with children.

Susan, is out of work and like Jackie, uneducated, untrained, and even if in perfect health is not "employable." We have time to develop Susan. We have time to educate and then train Susan. It does take more than just saying "get a job."

More than just a job, Susan needs support. We can hobble our tax dollars, or employers can adopt families. Churches can adopt adults. I am not speaking in legal terms, but in assistance terms. It must be done. Tax dollars are not available today. As painful as it might be, it is far less costly and certainly more loyal to society and the return will be more through this adoption as opposed to taxation.

Gifting

I refuse to get into the competitive urination over holidays and Christmas. We all bring different dishes to the table and we all have different tastes. Build a bridge and "GET OVER IT."

We need not argue about sharing with others on ANY day, regardless of religion or following. The thought we need to wait until some specific day to share is stupid. We only need to see the need. We NEED to get over when and get to the what.

If you are inclined to give this time of year, give something people can share for many years. Give people promise, tools, and skills. Give people more than cash, food, and comfort. They need all that too, but give them something to carry them through.

A dinner, a blanket, and things of that nature will get them through the day. Nothing wrong with that before someone decides to shred my train of thought.

Look long term. Think possibilities. Think living. Think of others. Think of what you might need were you in their shoes.

Tons of emotion flow this time of year. Stop long enough to use those emotions to make a difference.

Handicapped Thinking

So, you are fortunate enough to see increased business and you need another employee. Let us say this position does not require continuous walking, heavy lifting, and honestly, it requires someone more in the administrative field. You post the job in several favorite places and you wait for responses.

Because the skill level is unique, you receive few resumes. The position requires a graduate degree in instructional design. Your first candidate seems like a good skill match from reading her resume. A phone call from your HR representative identifies the candidate as a female. The meeting is set for the next day, Tuesday.

Tuesday morning your potential candidate arrives and the receptionist escorts her to the interview room. As she walks in the door, you notice this female African-American applicant staggers as if disoriented or drunk. If we follow Malcolm Gladwell’s advice in “blink”, we formed an opinion that may be the end of interview. The stagger, caused for whatever reason, throw red flags up in the air. It is now solely the responses and responsibility of the applicant to hire. Your mind is now fogged with immediate information imbalancing your mental vision and expectations.

As you continue the interview, you notice the mismatch of her “stagger” and her responses. She is intelligent, lucid, and well qualified, except for that mysterious stagger, which oh by the way is now nonvisible as she sits at the table. As the interview continues she divulges she has MS (Multiple sclerosis) causing her stagger and imbalance. While this information clears initial questions, does it raise more red flags? Medical risks, office environment risks, insurance risks, or cost for office realignment to host her hiring. What are your thoughts?

If you pass the idea on red flags and look beyond your office, you discover she can work from home and still provide services you need. It takes thinking beyond your conventional means at times to assure America’s handicapped gain employment.

I recall lore while I attended Navy technical training in Great Lakes, Illinois. Highway tollbooth-operator turnover ran high and state employment could barely stay even with hiring and exiting. What caused this high turnover rate?

Exit interviews nearly all read the same. Exiting employees claimed boredom and confinement inside tollbooths caused stress and little relief sitting throughout their shift. Hiring personnel failed to predict these issues when hiring. New hires were not aware of the pending confinement to a chair inside a 3x4 foot “shack.” So now the dilemma, what improvements should we make workers to improve conditions.

Enlarging the shacks failed the practicality test. They tried breaks that are more frequent for operators yet that only solved a small portion of turnover

Without dragging out the process, a volunteer with a handicap organization offered hiring her personnel as a test. This action resulted in a win-win for all. More handicapped employment, less turnover for state jobs, and better attendance and on-the-job performance.

Lore or not, it is not only believable but both possible and plausible. Without blame or shame, we need to rethink many of our positions, our opinions, and our needs on diversity and inclusion. Neither diversity nor inclusion revolves around just race, religion, or culture.

YOU MAY HAVE ALREADY WON!

I am always amazed at promotions hyping customers to "apply" for some prize. Prizes range from free drinks to free trips. Lottery winners receive between $5.00 to $500 million.

I realize the lottery is a voluntary, pay to play program so that may not work under the same guidelines. What would happen if instead of free promotional gifts, corporate America gave away free education and training?

I can see the advertisement.  Enter our Jump on the Train Give Away to receive free training in interior design, or maybe hair styling, or even brick laying. Would you participate as an employer?  Would you enter for programs? Would you enter for a friend or relative through a contest when you purchase french fries at your favorite restaurant?

Suppose your favorite furniture or clothing store offered a year of college with tuition, books, and fees paid.  Would you enter?  If you were a supplier for the store, would you endorse and assist with such a program?

Customers will purchase burgers even without promotions. Furniture stores make sales regardless of promotions.  Skirts and blouses continue to sell.

Why not education (GED/diploma/certificate) for every purchase of shoes, hair-cuts, or ice cream sales.

I can hear Gene Wilder singing "Pure Imagination" from Willy Wonka in the background.  We need more imagination.

Those Were The Days

I hear Mary Hopkins in the background singing "Those Were The Days." The song, released in 1968, reflected a mood of youth in the day. The tone of growing away from friends, family, and moving out of the old neighborhood.

Throughout the years I heard this phrase countless times. My family and friends used the phrase to recollect days gone by. Listeners usually follow the line with rolling their eyes in anticipation of hearing about "the good old days."

In 1968, workplace learning usually occurred on the job. Tech schools popped up after World War II, so plenty of vocational training provided more technical related skills. At the workplace, we usually learned safety, workplace civility (more on this later,) teamwork, and engagement came from more senior employees. How we should behave in the workplace, the importance of completing assigned work, and producing quality merchandise or services came by way of experienced employees. We learned neighborly behaviors at a younger age.  Senior employees continuously reminded younger workers the importance of these values.

For those so eager to put senior employees to pasture, you miss the very essence of senior values. I am not placing senior employment issues at the feet of employers, but the hiring/releasing trends point to a loss of seniors, the hesitancy to reemploy seniors, and thus the loss of senior values in the workplace.

Our training cannot solve all workplace issues. On-the-job training is not tethered solely to human machine interfaces or pure production. On-the-job training includes social skills, work ethics, workplace civility, and because we now have courts in our workplace, those regulatory issues mandated by lawmakers.

• Social Skills - this is not about Facebook, Classmates, or Together We Served. We frame social skills as the very heart of appreciating others and what others bring to the table.
• Work Ethic - work is a four-letter word. It is not always fun, delightful, or even sunny. As Larry Winget says, "It's Called Work For A Reason."
• Workplace Civility - perhaps one of the most forgotten or ignored aspect of teams and (to some extent) production. How we treat others, respect, apathy, empathy, and as Rodney King asked, "Can't we all just get along?"
• Mandates - why so many mandates? We failed to recognize the first three. We lost sight of how to treat others. We lost respect for our bosses wanting more than a fair salary. We wanted what the boss had.

Those were the days my friend, we thought they'd never end . . ." but unless we embrace change older workers can, and do, instill those days will end sooner for many.

Ship Shape

This term I know all too well. Ship shape has nothing to do with a ship’s design or ship construction. Ship shape refers to having things in order, tidy, items on the ship placed in a neat, secure (tied or strapped down), and ready for sea (leaving port.)

Even modern-day ships roll and pitch in stormy seas. When Sailors or ship’s personnel fail to secure or stow items the items tend to move. When ship’s movements become more violent from the storm or seas, items move about more violently when misplaced or unsecure.

I agree regarding the difference between a ship and your business (unless of course your business is happens on the water,) or is there a difference? Where are your employees stashing or storing goods? What other items are stored in those same areas? Perhaps you should walk around with a critical eye toward just how Ship Shape you find your organization.

Three things you need to check during a walk-about through your facilities.

• Cleaning/Chemical Storage. You should specifically target combustible materials, but look for material compatibility. You should read labels for possible conflicts and interactions between chemicals.
• Paper/boxes/wood products. Personnel storing boxes, copy paper or archives, and wood products find places that appear out of the way and safe, but check for equipment airflow nearby. Overheating equipment (and yes computers) can fail prematurely or worse create fire hazards.
• Electrical cabling. Your equipment and outlets can create circuit overload from added computers and appliances while your organization grows. A visit from your electrician or power company might safe you downtime from electrical failures and reducing fire hazards from overloading.

Various organizations remind us to check our home smoke detectors periodically (normally when we change time from Daylight Savings to Standard times.) You really need to check those smoke detectors in your facilities as well, along with fire sprinklers, emergency lighting, and egress pathways.

You really are responsible for your organization Ship Shape.

Exorcising the Gerbil in Me

Sometimes I feel like a gerbil running without obstruction and without a wheel. My running is not a physical running, but rather a mental running. I constantly feel as though I must learn something new. I must change my skill level. I must retool my tool kit.

Lately, I feel more like Linda Blair in the movie “The Exorcist.” Mentally, my head spins in circles, again the reference to the gerbil and the wheel.

Reading Dr. Marshall Goldsmith’s “What Got You Here Won’t Get You There” caused me to think through my life path so far. I am hardly insensitive to those grappling with career change, especially those graying job hunters. What follows is my thinking. You can decide how to handle your mental gerbil.

What should we learn? What should we read? Who has the best advice? All those questions and more trying to survive in the job market today.

Maybe that is the problem with my gerbil mentality. Maybe I should improve what I already know to be more current. In other words, I should get the gerbil back on the wheel. All this mental running around could just be, in the end, nonsense.

Learning Etiquette For New Hires

I had the distinct pleasure of lunch with my wife and two granddaughters recently. It was a blustery day so we chose the book store and followed the books with lunch at a national chain.

The hostess seated us in a booth and provided the typical menu, serviceware (knives and forks), and coloring materials for the girls. Another young lady received our drink orders and walked away.

After delivering our drinks, the same young lady serviced a table nearby. When she walked to their table for the bill, the patrons paid in cash and their payment was more than the bill. Nothing wrong so far.

Instead of heading toward the cashier station and making change, she asked the customer if they wanted change. She asked three times in succession. Finally, the customer replied no to which the waitress walked away saying thank you as she turned.

I bit my tongue and pinched myself. I wanted so badly to give a lesson, but that was not my reason for being there, I was not going to make a scene in front of the family, and I certainly know it is none of my business.

My actions were not important after the other patrons departed. What remained was this gnawing in my head and stomach. The idea this young lady did not understand basic etiquette to patrons. It might be a new trend I missed. Not all that up to date on trends in waitstaffing. But I will not return for a while. Give that young lady time to find another position, although I am puzzled as to where. As John Lovette would say, "Is that soooooo wronnnng?"

We Have Met The Enemy And He Is Us!

Walt Kelly penned this phrase for his character POGO for Earth Day, 1971. While not in the same context Walt intended, the phrase is no less appropriate for our employment condition today. We are the enemy of ourselves.

In earlier times the American manufacturer, American business, and American trades trained people for their needs. Today, the mantra is “experience” as in “turnkey” employee. What happened to America?

Flashback to 1967, a “gas station manager” hires a young man as a service attendant. In those days, yes few pumped their own gas. That young man had a few skills taught by his father, the most important tool he owned was attitude and manners taught throughout his life.

Through mentoring and coaching, he learned every facet of the business. When his 18th birthday arrived he became eligible to work alone on any shift (insurances and child labor laws prevented a 17 year old from achieving those responsibilities.)

Fast forward to later in 1968, the young man finds employment at General Electric (GE). Again, his new skills gained from the gas station gave little preparation for GE needs. Through experience by watching others, discussing various positions, and other learned applications, this same young man moved through various positions in the operation. His skill levels again provided the organization the convenience of a flexible worker (should the reader wonder about unions, GE was a union company.)

Now we fast forward to date. I read newspapers and advertisements from around our nation and for the most part, this does not happen, the organization growing their own. Again, I refer to the turnkey worker. Everyone wants a fully rounded employee trained before hiring. Many times employers want not only turnkey employees, but additionally experienced turnkey employees. Meanwhile, potential employees, eager to work, idly sit wondering where and when they might get that skill and experience.

American business and employment opportunities cannot get from here to there (there being improvement) with this mentality (growing from potential.) American business should consider giving opportunities to those out of work, invest time and money for possibly less experienced and maybe less skilled to ramp up the organization talent pool. Nothing spells organization loyalty like employee loyalty.

Leadership Levels

All too often I read articles from employees wanting a seat at the table, promotion to a leadership role, titles, or recognition as a leader. Is that really necessary? Are you in the game for you or for your organization? Is it now really about you (you, collectively.)

Is having a seat at the table your goal? Is that your beef? As one of my former employers said, "I cannot make a place for every person that WANTS a seat." It became clear the issue was not about "making" a seat but "moving into a seat." As a part of the organization I was not of the same skills and "requirements" to be at the table as designed by the organization.

Through that same employer I learned a title means little if your role does not change. You can be the top dog doing anything and if that role does not change then it remains verbage instead of change.

Recognition as a leader has little to do with title, a place at the table, or any other facet of an organization. It is about organizational success. It is about sustained employment. It is about comfort. If you are comfortable with your skill levels, then accept your role as a leader of the skill levels (even if it is shared.) If you want more, then move toward the position needed for the table, title, or recognition.

It is all about you if you only want what you want.

Coming Out - Helping Those Who Will Out Themselves

For years, she hid her secret as if in closets from family and friends. He, on the other hand, found humor as a means to cloak of secrets. Neither person knew the other, yet the both shared a desire to let others know. Both yearned let others see their burden and feel their pain about not being out in the open to all they knew.

Families of those two knew something was different about them. The families could see it every day. That “something” was there but never so openly, the family could confirm what they felt every time the family gathered. Had these two known the history of their secret they would know it is not of heritage. They both were…ILLITERATE.

You know I know what you knew I was getting at while you were getting at a mindset. Before getting your BVDs too tight, if this story were about what you were thinking, you would be thinking, “you go, friend.” Suddenly, when I went open on the subject you felt betrayed. Why?

Within the first two paragraphs, you formed a strategy or tactic as to how they would “out themselves.” Suddenly, that last sentence in the second paragraph killed your strategy or tactic. Are you saying those with literacy problems are less significant? Are those two that started the story not worthy of your time and effort to help them “out” themselves?

If these two people were, what you thought in the first two paragraphs you might have braved nearly any storm to welcome them “out.” Suddenly, my disruption of your thoughts caused you to care less.

I am not a betting man, but were I to lay money on the table I would think the population of illiterates overwhelm the problems you thought of the two in the beginning of this story. In fact, you would probably be more inclined to help what you thought was the cause of our two characters if you THOUGHT they were both.

Help “OUT” a friend today. It will make a big difference in many lives.

Suddenly Surprised

I dislike advertising the death of famous people, so this post is not different. However, death is not always as predictable as a recent famous death.

A relative of mine fought death for months. He knew his odds and while fighting, made sure his family knew what they needed to know. From his bed in hospice he spoke to fellow experts on how to best repair and replace problem equipment. Shortly after his admission to hospice, phone calls between friends, and technical advisory calls they all knew. No surprise and people were prepared.

Today, you die. What happens to your business? Who controls invoices to your customers and vendors? Will your family understand insurances, business connections, accountants, and lawyers? No matter how swift your death, the living chaos behind will last for possibly years.

Think about it. Plan for it. I never met someone who outlived life. Succession is necessary.

Handicap Spoken Here

I wrote this article on another blog in August and thought it still timely.

Discussions surrounding inclusion and diversity normally overlook those challenged physically and mentally. When diversity originated as race relations, we overlooked many citizens by ignoring anything except Black and White relationships. Honestly, it was perhaps America’s defining moment in better understanding among people of differences. Since then we included other races, sexual preferences, and religion. Veterans are now introducing a new phase that we completely ignored for many years – that of the challenged citizens.

Recently, President Obama awarded the Medal of Honor to Sergeant First Class Leroy Arthur Perry, United States Army, for conspicuous gallantry. The gallant act cost Sgt. Perry is right hand during combat operations. This act of bravery will follow Sgt. Perry for the remainder of his life. At some point Sgt. Perry becomes Leroy Arthur Perry, private citizen. Many will forget his name and without his uniform he fades with the glory of the moment as many Medal of Honor recipients do.

War is as unpleasant an event as any I can recall. While not on a battlefield, I served in the Navy and know the anxieties at my level onboard a ship distanced from the ground activity. I know their anxiety is many levels higher, but aside from the anxiety and memories, there are other challenges facing our warriors. These challenges brought to the front challenges for those inheriting genetically created handicaps. I hope this serves as a catalyst for everyone, but I cannot help but believe the veterans will lead the way.

Recent legal actions brought about by an individual, reports refer to as an activist, noted an auto sales business not affording needs for handicapped customers, or for handicapped employees (the employer had yet to hire handicapped personnel.) Many local citizens questioned the “activist’s” purpose in filing legal actions with other sales operations in the city. Sometimes it takes a while for things to sink in. Watching Sgt. Perry activated my thinking.

Without handicap parking, how would a potential employee or customer feel about the operation/company? Handicap does not play to the extremes. There are aging, genetic, and performance injuries that do not “prevent” employment necessarily, nor the purchase of an automobile. I could not understand why a business ignored potential customers, but this particular business missed the point.

Every organization should make every attempt to include our challenged citizens at every opportunity. Adapting/adopting every opportunity to bring customers to the business,and potential employees comfort/ease of access should be both promoted and advertised. Again, our military members bring their leadership from the front to confront an otherwise less visible community.

Community Trust: Engaging Your Neighbors

After reading an article in the local newspaper, I started wondering how business owners could help improve communities on a smaller scale. The newspaper story reported the death of a woman that drove past a crack house. Her only act included driving through a neighborhood. Her death resulted from a drug deal gone bad. Pure senselessness, but she was dead none-the-less.

At first glance, the story meant little to me, aside from the killing and crime. I do not live in that particular part of town. That is how most Americans view our communities. Not in my neighborhood or so glad I do not live there. Fact is I do live “there.”

Everyone lives “there” in some form or fashion. We have few neighborhoods in America not impacted by these acts. It might be across your town today, but in your backyard tomorrow. So, exactly how does this act fit into a business issue?

How many people would trust that particular neighborhood as a place to grow a business? How many shoppers now decide that neighborhood off limits for shopping? It matters little this was not always the scene, but it happened. If it happened more frequently, then our trust problems would grow accordingly. Imagine you already have a business in that neighborhood (countless neighborhoods fit this description so this story is more reality than you might think for you.) Suppose your business is the only one of the kind within miles of your location. Would your customer base remain steady after an event like this?

I know people who shy away from crime areas like this. They shop farther away in areas they trust, even at a greater cost. At a time of risk and stressed income, why would you want to shop in an area known for drug sales, gunfights, and random shootings?

Yes, there are external or “commuting” customers bringing other problems to your neighborhood, but let us review your current location and situation. How would you bring trust back into your neighborhood for the sake of your business? How would you get the trust of your neighbors to build a trusting neighborhood?

• Possibly the first issue would be to foster a great connection with your local law enforcement. Make it known you are an advocate and a place of safety for your neighbors. Some cities have “safe stops” where people know they can expect a safe environment and one where they can expect help from the employees/owners. This is especially critical for youngsters.
• Get involved in the neighborhood families. Sports teams, parks, after-school programs, “Paint the Town” efforts, and general neighborhood maintenance/cleanliness will go a long way toward getting additional customers and safe community. You also build neighborhood marketing through word of mouth and advertising.
• Hold a neighborhood “get together” where business people personally invite local citizens and introduce your business and operation to develop a community sense of trust and shared interest. A word of caution, ask participants to avoid alcohol at these events for the sake of the children, thereby making the event totally family friendly.

These may not be sure-fire answers, but apathy and cowering behind closed doors never benefitted a community or profits.

Undereducated or Underserved?

The Society of Human Resources Management released their newest organization magazine this past week. They placed the period on the edition with a story du jour, college education. Why do we continue emphasis on college and both stress and misguidance to potential employees?

The story essentially questions employer resolve for an educated workforce through assistance with tuition and other benefits. At first reading, I barely noticed the issue and the article tone. After reading over the piece the second time, it hit me that the article ignored the majority of our population. The 75% of Americans not needing, desiring, or aimed at college we miss by advertising college only.

Since 1940, our citizens with college degrees hovered around 25%. The most I recall reading was 30%. Given that we take the higher number, that still ignores 70% of our citizens.

The government taunts employers to send employees to college. Why? Could it be that the majority of our lawmakers and SHRM personnel are college educated and not experienced in trades, vocations, or the school of hard knocks? Could it be to advocate more like-minded people, those in management? Oh, that is right. They are management.

America struggles yearly with finding the right mix to educate our citizens. We know our education issues and before starting to point fingers and debates the difficulties of right or wrong, let us focus on today.

Recent changes in education policies now tag GED students with costs for classes and tests. While not expensive, someone struggling with transportation and other costs can ill-afford the costs. We should require employees to attain their needed education, or at least entice them with employment conditions.

Our return on investment therefore should focus on building the education of our workforce to standards that meet adult learners, not necessarily college. Some say those two levels equal, but that is another debate. Three things employers can do for our citizens and workforce to raise the bar:
• pay for testing
• pay for needed classes
• reward employees for completing those requirements.

Something we need to think about for the majority of our workers.

Peer Jealousy and Resentment for New Supervisors

These two issues probably invade the workplace more frequently with new supervisors and managers. Aside from production, morale, and customer impact, workplace conflicts created by internal promotions can boil over to impact lives after work. Stress brought on by workplace conflicts can create a vicious cycle of disgruntled employees, disgruntled spouses/parents, and even road rage.

I recall as far back as my first job at General Electric working the “graveyard shift.” Senior management promoted a new graduate from the University of Louisville business school, who only weeks before worked on the assembly line. While I never met Bill, (his last name is unimportant) before his promotion, many knew him from his previous days.

Employees familiar with Bill talked about his “kissing up” and as a “favorite” of one senior manager. I always thought it strange they all ignored Bill’s accomplishment in college. His degree never came in the conversation. Conversations always centered on Bill and the senior manager.

Senior managers never introduced Bill to his new position, or to the workers faced from a different perspective. Senior management introducing Bill as a trusted agent to his previous workers and encouraging both to a success might have helped Bill. Ultimately, management removed Bill. The missing elements from senior managers were:
• mentoring for the new position
• a description of his new responsibilities
• frequent follow-up from management

Who is “Bill” in your organization? Recent advances in personnel require management attention. A degree, skill improvement, or seniority is not always the right issues for promotion. Add to this management missing the opportunity to engage fellow employees in the organization success can equate to failure of one or both.

The Newest Trend in Hair Coloring - Light Black

OK, in reality Light Black does not exist. That is unless you speak to my father who is creeping up on 90. Light Black was his reference to his hair color when his hair started turning gray. It was, jokingly, his way of not admitting age. Now there is a timely and topically term – age. Appropriately, it is time, actually past time, to talk about age and the graying America.

While reading a textbook for a college course I plan to teach soon, one textbook chapter devoted information to learning and aging. This topic is certainly valid today as politicians continue to discuss entitlements and aging benefits (I use these terms delicately only to reference the conversations from our elected officials.)

The aging topic becomes more significant to me as I move past my 60th birthday and note more and more personal changes. Changes like physical ability, drive (motivation), attentiveness, learning ability, and the big scary monster in the room…memory. That term alone scares the bejesus from everyone, especially if your parents lived/live long enough to experience the changed responsibilities and loyalty in families.

Back to the book and why my jabber will ultimately affect everyone at some point, given you live long enough. In fact, most of the following items apply across the aging spectrum when high school/college is in your rearview mirror. So approach these topics from an awareness position knowing, and realizing some may apply to you today but most certainly at some point.

1. Present new information in ways that are meaningful and relevant. Nothing new you say. In reality no, but suffice it to say many find little patience for information that is nice to have or irrelevant to the moment as they age (of course I am experiencing this more as I move along my time line.)
2. Include aids such as mnemonics, advance organizers, and checklists to help older adults organize and relate new material to prior knowledge. While many seem to think checklists are not an important part of aging, just think about all those pillboxes sold in the pharmacies. Those boxes provide users a medicinal checklist.
3. Present at a pace that permits mastery in order to strengthen long-term memory. Now I appreciate THIS item. I find my reading speed is not nearly the neither previous levels nor comprehension as rapid. I do not have “proof” this issue leads to anything specific except to say this change in older adults becomes fuel for the anxiety and stress levels in older adults.
4. Present one idea at a time and minimize competing intellectual demands. I noticed in conversations with older adults changing conversations or characters in conversations confuse them. It is not strictly an aging issue, but part of this might be internal conflicts with relating information internally then trying to wedge a new conversation in with the previous conversation/material.
5. Summarize frequently to facilitate organization and retention. Again, this issue applies to a much wider age group. In the interest of time, budgets, and production instructors fall from this practice. If our workforce extends more and more, the workforce discharged from previous experiences requiring new training and education demands this return to “Here is what you will learn, here is the material, and this is what we learned.”
6. Encourage taking notes on any item of interest. This recommendation demands more attention from instructors and employers than from student/employee. Many will say learning requires the learner’s decision. I believe learning is a dual responsibility, but I also believe the knowing influences the unknowing. This becomes particularly true in the aging process. Things youngsters do without checklists or instruction guides now require aids for older citizens.
7. Facilitate the application of new information to relevant issues and problem as soon as possible. The “use it or lose it” philosophy reigns as we age. My father can recall many things in his life, but still employs a pillbox for his medication, a calendar for his medical appointments, and were it not for my sister possibly a checklist on how to prepare some of his meals.

I have no doubt you can find alternatives/additives to this list. Given time, many could write a book simply on “how to” for the aging. In fact I would wage someone has. When I read this piece in the text, I felt a need to share and possibly prompt ideas as we prepare for the eventuality of an even more aged workforce.

Adapted from “Enhancing Adult Motivation to Learn.” (Raymond J. Wlodkowski, 2008)

Work Life Balance – Your Balls, You Juggle Them!

We recently watched the meltdown governments in Europe and the crisis created by both poor leadership and management. Over recent years, we watched the erosion of the American economy and unemployment rise to near double the average over the past five decades. This is not going to be popular, but then a spoonful of castor oil was never popular either, but your Mother said it was good for you (whether you thought so or not.) Therefore, this is my spoonful of castor oil for the work life balance mentality often pushed on business owners as the cure-all for America’s economy.

As Larry Winget might say in his book “They Call It Work for a Reason,” this is not about “fun,” or “leisure time.” You generate those items, in your time with the time you have. Now that I have your interest piqued, let us review some models and then we can really discuss your responsibilities.

Before families with special needs whips out their machetes after me, let me just say those families and circumstances are, or should be, considered by law. We are talking about the impact on workers deciding someone owes them time for having a family, hobby, or part-time habit.

When I lived in Greece back in the 70s, workers essentially received a day off for a day worked. The U.S. Navy hired cooks to support our galley (mess hall, whatever the name for your dining facility.) Before arriving in Greece, I spent a week at a Navy base in Sicily and the Navy hired cooks from the local workforce as well. Back in Greece, at some point all the cooks decided to vacation at the same time. Suddenly we had two military members to feed the base of nearly a hundred Sailors, 3 meals a day, and seven days a week. While the Navy tried to resolve this issue with Greek cooks and their contractor, those two cooks worked the time required to feed our Sailors.

I am sure some would say, “Tough, they signed on.” That is a perfectly acceptable response. After nearly three weeks, the Navy resolved the contract issue and our Greek friends returned to work. The issue of work vs. time off never changed. The Navy contracting offices managed to gain assurances we would not experience another mass exodus from Greek contractors.

So, fast forward and here we are today with a Greek economy on their heels and other models in Europe following. Greece all but nailed their economic doors shut and now protesting only helped some neighborhoods collapse.
England recently experienced a similar issue with their economy. Why is this important to American workers? It might not be important at all, but businesses will soon realize work life balancing is imbalancing their books. Business and industry in America is taking another direction but at the end of the day, Europe is guiding the way.

Work life balance implores owners and stakeholders to make room in production and processes to include the employee’s family, like it or not. From what I read, newer generations are whining about this issue and demanding “compensation” in time off and benefits for their services. I cannot believe this issue is still dangling from their necks like “bling” while watching other parts of the world dissolve in economic woes. Is there a connection missing? When the younger generation looks in the mirror, are they looking at a very different breed of human? Because they are American are they feeling “SPESHUL?”

Look around at our economy and workforce today. How odd it feels to me when I see employers hiring personnel from Europe to perform work while Americans are unemployed. I visit my doctor and the majority of his nurses speak broken English because they are “imported” from Europe or Asia. Today’s employees degrade positions at Wal-Mart, K-Mart, and other businesses yet more and more employees find their way into the workforce and speak enough “American” to function.

Discussions in nearly every walk of American life, denigrates Central and South American workers for “taking American jobs.” We follow the same dialogue with Asian workers. All the while, we are nursing one of the worst employment patterns in decades. All this in our world today and we scream about a “balance?” We obviously are just watching our nation slide down the same slope while blaming others for our “imbalance.” Careful what you ask for…you just might find yourself with all the time in the world sans the word “work.”

Cultural Biased Training - How To Avoid The Trap

Recently while reading a textbook for a future class, I happened across a term I recognized from previous readings, but in a different light. I read many books looking for relevant information for students (actually it is more like browsing.) I fear nothing more than walking in a classroom without an arsenal of abstracts, possibilities, and connections with previous events. The question becomes just what information I read and what impact it might relate to students.

Training publications, and for that matter, human resources publications tend to sort information in terms of a specific group of people. Those that can read at a “legalese” level, textbook or business style writings, and worst case a thesis level. Trainers use those documents to develop corporate training programs that eventually trickle down to the workforce. Few, if any, make changes before changing audiences. Yet, trainers put their heads down like a bull and charge forward (does that seem biased?)

A few publications come to mind when reading about cultural bias “enlightenment.” Drs. Ron and Caryl Krannich authored several books for, and about, ex-offenders returning to society and the workforce. Many analogies surfaced while reading their books. Anyone not impacted by incarceration today surely have a favored life. Myself, I have family with less than vanilla backgrounds. Krannich’s offered a refresher course in the lives of people not so familiar with life of the typical theme of returning to work. I will not rehash their writings, but urge trainers to read those books and remember not everyone in class has your lifestyle and background.

Another publication that changed my perspective includes “Flat Broke with Children” by Sharon Hays. Sharon provides a stark reminder of how and why many women find themselves in destitution with few escape routes. Either through work, church, schools, or family we find women caught up in this spiral of hopelessness. Imagine their involvement with training and every piece of information talks about life in a very different manner.

When you ready yourself for your next training event, make sure you prepare yourself to address the biases we, as trainers bring to the event.

OK, What Was Your Second Choice?

Last week someone asked what happened to my dream job from high school (please be patient because that was not an event that happened at quitting time yesterday.) I am not sure I had a dream job. As I recall, I only dreamed of getting a job.

Over the years, I learned you can plan for many things, but life does not always stop and wait for your decision. Life does not ask for your opinion. If you think you are not a flexible person, just consider your dreams, your options, and your decisions. You MUST have been flexible to a degree.

Lately, I connected with high school classmates, which prompted the original question. Reading comments in the graduation yearbook, I read their dreams posted before graduation. Some dreams were reality and fixed, but most were “to get a job”, “to be successful”, and “to make a certain someone happy.” What do you think of those lofty goals? Most cannot remember those visions from yesteryear, today.

Now we focus on you. What was/is your dream job? Have you arrived yet? Are you still dreaming? Scroll back to the title. Maybe you should be chasing your third option. The world awaits your decision.

Oh, the Humanity of it All!

Computer manufacturers promise the world more time off, or more leisure time. Computers were the end of failures from human error. Computers would assure more, better projection in education outcomes. How close were the earlier predictions?

We are at a juncture, and I will admit I based this article on a reading this week, where computers may be the majority in nearly everything America does, and will do. Are we witnessing this overtaking today?

Today’s leaders and managers should find concern for their position. MBAs are possibly nonessential professions, not to mention finances and operations. Consider that only 30 years back our workforce included many more employees performing the work. So, are we witnessing the evaporation of previously necessary leadership and management?

Receptionists and secretaries need to find new skills. Many office personnel found themselves out of work with electronic answering machines and automated, integrated technical systems.

The U.S. Post Office finds itself on the verge of closing. Email and other communications methods threaten the very existence of “snail mail.” Little by little, and recently more rapidly postal employees find themselves replaced by automation, and now phased out by computers.

Look around you. What production or processes involving you today require replacement by robotics tomorrow? People already question face-to-face education finding obsolescence. Television programming now uses computers to establish show selection and timing. Even the newest cars include new sensors to stop cars when approaching an object at lower speeds, removing some driver action/reaction.

I spoke with a gent a few weeks ago who bragged about replacing his employees with robotics. He found great joy in reaping considerable profits gained while losing employees and their benefits.

Is this the sign of the future? Whatever you think it indicates time is of the essence to replace your skills before you find yourself replaced.

Your #1 Source to Develop Your Talent: YOU!

It seems every day I read an article or blog regarding the American workforce readiness.  People supposedly are unprepared for work, people cannot read sufficiently, math skills are terrible, and the list rambles on.  I am hardly Methuselah, but I have been around long enough to know issues today are not new.  The issues today influence the economy and business differently, but it has not changed over the years.

Probably the single largest mistake made by business today stems from not reacting to solutions, or not recognizing solutions exist.  Without trying to write a novel, look into your own practices for solutions.  How are you managing your talent today?  How are you developing your talented people?

I learned early in my military career how to reach into my bag of “wisdom” (a.k.a. experience) and develop those talented people in my group.  I realized at some point I would be moving on.  At the point I moved on, someone should be prepared to step in.  I did not expect my replacement to duplicate my efforts, but I did expect they would move ahead.  I expected they would inject their experiences into the processes and develop talented people in the group behind them.  How should we think we evolved to today?

I am not referring to your entire workforce, although this has applications.  Let us concentrate on your talented people you consider as your replacement, your new partner, your trusted agent.  In other words, your “Mini-Me.”

Consider yourself their role model.  You are the example of what you want leading and managing your business.  The term “Mini-Me” is a stretch, but the idea is having someone you can mold into the leader/manager you are, with the vision to help those talents develop into bigger, better, and more modern leaders/managers.

Who else could better develop the talent you want than “you” could?  If you send your talent to training, should we be so foolish as to think the training group knows “you?”  Even when those people return with fresh ideas, to think “one size fits all” only causes “everyone to have fits.”

Develop from within by being the role model for which to run your business, not the competitors, not your partners, but YOU.  Your talent development will go much smoother with you as the role model.

Handicap Spoken Here

Discussions surrounding inclusion and diversity normally overlook those challenged physically and mentally. When diversity originated as race relations, we overlooked many citizens by ignoring anything except Black and White relationships. Honestly, it was perhaps America’s defining moment in better understanding among people of differences. Since then we included other races, sexual preferences, and religion. Veterans are now introducing a new phase that we completely ignored for many years – that of the challenged citizens.

Recently, President Obama awarded the Medal of Honor to Sergeant First Class Leroy Arthur Perry, United States Army, for conspicuous gallantry. The gallant act cost Sgt. Perry his right hand during combat operations. This act of bravery will follow Sgt. Perry for the remainder of his life. At some point Sgt. Perry becomes Leroy Arthur Perry, private citizen. Many will forget his name and without his uniform he fades with the glory of the moment as many Medal of Honor recipients do.

War is as unpleasant an event as any I can recall. While not on a battlefield, I served in the
Navy and know the anxieties at my level onboard a ship distanced from the ground activity. I know their anxiety is many levels higher, but aside from the anxiety and memories, there are other challenges facing our warriors. These challenges brought to the front challenges for those inheriting genetically created handicaps. I hope this serves as a catalyst for everyone, but I cannot help but believe the veterans will lead the way.

Recent legal actions brought about by an individual, who reports refer to as an activist, noted an auto sales business not affording needs for handicapped customers, or for handicapped employees (the employer had yet to hire handicapped personnel.) Many local citizens questioned the “activist’s” purpose in filing legal actions with other sales operations in the city. Sometimes it takes a while for things to sink in. Watching Sgt. Perry activated my thinking.

Without handicap parking, how would a potential employee or customer feel about the operation/company? Handicap does not play to the extremes. There are aging, genetic, and performance injuries that do not “prevent” employment necessarily, nor the purchase of an automobile. I could not understand why a business ignored potential customers, but this particular business missed the point.

Every organization should make every attempt to include our challenged citizens at every opportunity. Adapting/adopting every opportunity to bring customers to the business, and potential employees comfort/ease of access should be both promoted and advertised. Again, our military members bring their leadership from the front to confront an otherwise less visible community.