From a practical business standpoint there is much to like about play.
- Play is a great way to connect. People are drawn to playfulness. Who dictated that business and work was meant to be so darn serious anyway?
- Play is super food for creativity. Creativity is the life-blood of any vibrant business and most of the work we end up doing leads to clogged creativity over time.
- Play builds teamwork. The basic framework of most games depends upon teammates working together, within a set of rules, to achieve a common objective.
- Play reduces stress. Work can be downright stressful at times and play provides an outlet to reduce the physical and mental damages caused by stress.
- Play doesn’t seem like work. When you are engaged in a game you enter what psychiatrist and writer Mihaly Csikszentmihalyi describes as a flow state.
See the ideas at Adding Play to the Workplace.
South Africa’s primary and secondary education system is breeding a culture of mediocrity and entitlement that will ultimately undermine the growth of the country, both socially and economically.
This culture of entitlement is not simply limited to the education system however, but has been surreptitiously reappropriated by our rights-based discourse so that it has become almost impossible to fail at anything. It has become, in other words, a ”learner’s” right to pass, irrespective of whether they deserve or have achieved a standard that the rest of the country or economy would find acceptable.
The right to achieve, in short, has long since surpassed the duty to work hard.
Read more at South Africa’s culture of mediocrity | Thought Leader.
When people are out of the office, it’s more important than ever for you to be plugged in. Pay attention to the buzz among your employees. If some people feel the program isn’t working out, ask why – then deal with the problem. Perceived unfairness can poison your business’s morale.
It’s my experience that slackers will be slackers whether they’re in the office or not. Hard workers will do their best no matter whether they’re on the couch at home or perched at an Aeron chair in your office.
Show your team a little trust, and they’ll pay you back in spades.
See the opinion at Working Remotely: Do You Trust Your Employees To Do So?.
More than two-thirds of professionals participating in a global survey — including South Africans — believe they can balance a successful career and a full life outside work.
At least 52% said they have turned down a job offer that would have affected their existing work-life balance. In South Africa the figure was 67%.
The Accenture survey shows employers in at least five sectors of the economy how their employees define success. The survey indicates that a work-life balance supercedes money and recognition.
See the details at Employees ‘prefer work, life balance to more pay’.
Respect for people requires managers to use judgement and provide enough coaching while not micro-managing.
It requires giving employees room to grow while not using that as an excuse to just put them in situations beyond their ability to succeed.
It requires a manager to challenge employees to improve and grow while supporting them and helping them when appropriate. Managing with respect requires balance and iteration.
See the opinion at What Does Respect for People Actually Mean? » Curious Cat Management Improvement Blog.
Have you noticed a lack of true communication in the world today?
It’s not simply that there are so many who just lack the skills necessary to communicate effectively. Among the skilled, trained and experienced. there is a current trend to soften things up so much that clarity is obscured or even lost all together.
It shows up in academics, reporting, marketing, and even fiction.
I am sick of politically correct euphemisms. One that really offends is calling problems “difficulties” or “challenges” or “opportunities” or any other safe-for-children-and-small-pets blather.
A problem isn’t a challenge, it’s a problem.
Some interesting points at Politically Correct Euphemisms Must Die.
Consider this a jumping-off point as you envision new products and services — and look at it as a heads-up on evolving ways to manage your current business. Now, to your future.
Investigate the trends at The Biggest Trends in Business for 2013 | Entrepreneur.com.
Workers in a hierarchical structure get promoted to the level at which they are incompetent and that they remain at that level for the remainder of their career.
By extrapolation, this means that almost everyone in a management level position is incompetent. If they weren’t incompetent, they would have been promoted.
While there is ample evidence to support The Peter Principle theory, it does not have to be the case.
Read the full article at The Peter Principle And How To Beat It.
Regardless of your industry, your company, or even your job title, all managers are people managers, all management is people management.
People are messy, selfish, generous, fickle, afraid, fun and want to be lead.
All of them are unique, so you need to find their uniqueness to blend their skills into a team.
See the details at All Management Is People Management.
We believe that we should work to be happy, but could that be backwards? In this fast-moving and entertaining talk from TEDxBloomington, psychologist Shawn Achor argues that actually happiness inspires productivity.
Shawn Achor says that “If we study what is merely average, we will remain merely average.”
Watch the video at Shawn Achor: The happy secret to better work | Video on TED.com.