August 27, 2007

"CONTINUOUS IMPROVEMENT"

The following is an excerpt from my new book, "MORPHING INTO THE REAL WORLD - A Handbook for Entering the Work Force" which is a survival guide for young people as they transition into adult life. The book offers considerable advice regarding how to manage our personal and professional lives. As a part of this, I found it necessary to discuss techniques for a person to constantly improve themselves professionally.

Continuous Improvement

Let me say from the outset that the burden of responsibility for improving your skills in your chosen profession rests with YOU, not your employer. Your company may offer supplemental training but more than anything YOU are responsible for your development, not anyone else. YOU must take the initiative. In most cases, your company will assist you in your development, but YOU must demonstrate your willingness to learn and improve.

Regardless of the type of job you have, you will observe changes over time in terms of how it is performed. This is because new methods, techniques and tools are introduced to expedite how your job is performed. Staying abreast of new technology, therefore, is an important part of your development. Continuous improvement is an inherent part of craftsmanship. You must either evolve and adapt, or be left behind.

There are numerous sources available to you for ongoing professional development:

1. Personal Observations - there is probably no better instructor than your own power of observation as you will be able to watch others succeed and fail in their assignments, their work habits and ethics, as well as their office politics. This requires an attention to detail, the ability to detect changes, and an inquisitive mind that constantly asks "Why?" As a new employee, pay particular attention to interoffice memos, not just for what they say, but why they were written.

   "A memorandum is written not to inform the reader but to protect the writer."
   - Dean Acheson

   When studying people, consider their strengths and weaknesses, what motivates them, their character, and their formulas for success or failure, e.g., what worked and what didn't? Never hesitate to ask questions, particularly as a new employee.

2. News and Trade Journals - just about every industry has some form of publication, either printed or in some electronic format, to report news and discuss trends. Such periodicals are invaluable in order to stay abreast of developments in your field. Many such publications offer free subscriptions, others require a modest charge. It is not uncommon for companies to pay for such subscriptions as they want to help their employees stay sharp in their field. But if such is not the case and you have to pay for a subscription out of your own pocket, the IRS will typically allow you to report it as a deduction on your income taxes.

   There will also be considerable information made freely available to you over the Internet, such as the trade publication web sites, along with pertinent blogs, discussion groups, news services, and podcasts.

   The important point here is you should develop a habit of staying current in your chosen profession, and you should perform such research either at home or during off hours at work. Managers generally frown on employees reading periodicals during normal working hours.

3. Participation in Industry Groups & Trade Shows - like the trade press, just about every industry has one or more nonprofit organizations to provide a forum to discuss your specialty. Such groups typically offer its members monthly meetings to listen to guest speakers, workshops and seminars, and access to a library of research papers. More importantly, it provides a venue for its members to network and compare notes pertaining to their profession. Participation in such groups are normally encouraged by businesses to promote the employee's continued education. However, some companies are leery about participation in trade groups as it is sometimes viewed as a vehicle for exchanging resumes and changing jobs. If you still want to participate in a trade group without the support of your company, again, the IRS will typically allow you to report your dues as a deduction on your income taxes.

   Major conventions and trade shows are also useful for learning about the latest technology in your field. Here you will meet vendors, obtain literature, view presentations, and touch and feel the latest gizmo. Companies encourage attendance at such shows, but typically not during business hours. And if the trade show is being held out of town, it is unlikely your company will sponsor your trip as it may be perceived as a boondoggle. The only exceptions to this is when such a trip is being used as either a form of reward to the employee or for a special fact-finding mission.

   Check with your employer about their policy on participating in such organizations.

4. Professional Training - there are numerous commercial training programs offered by experts in their field. Most are instructor-led seminars or workshops held either on the company's premises or off-site, and vary in length anywhere from a couple of hours to a week. There are also many independent study programs available that are implemented by books, DVD, or over the Internet. Regardless, your concern is the quality of education provided, and does the venue suit your needs?

5. Certification Programs - many professions offer certification programs which authenticate your level of knowledge in a subject area. Such programs typically require the person to take a test or examination, which can be rather extensive. To prepare people for the exam, the sponsor of the certification program (which is normally a nonprofit trade group) will offer a study curriculum to prepare the applicant for the test.

   As a new employee, you should pursue certification programs, especially if your company supports it and pays for it. Not only will you personally benefit from it, but it could mean an increase in pay to you as well.

   It is one thing to earn a certification, quite another to maintain it. Most certification programs require people to renew it periodically, such as every three years. A lot can happen in three years, which is why you should constantly stay abreast of developments in your profession.

6. Supplemental Education - many companies encourage their employees to either complete their formal education or pursue a higher degree. To this end, companies may offer financial incentives for you to complete High School or College. And if you want to obtain a Masters or Doctoral degree, they may offer programs to help you pay for such degrees. Be sure to review the benefits policies of your employer.

7. Mentors - years ago there was a period where mentors were assigned to new employees to chaperone them on their journey through the corporate world. Mentors were basically a "Big Brother/Sister" program where senior employees would offer sage advice to neophytes on adapting to the corporate world. But this is a program that has slowly been phased out over the last few years. Nonetheless, if you find someone you respect in the company who is willing to act as your mentor, by all means listen to them carefully. A mentor has three primary duties to perform:
   • Role Model - a mentor has attributes the subordinate wants to aspire to attain.

   • Teacher - a mentor has to be able to teach, not just academic or technical lessons but also those pertaining to corporate life; e.g., policies and procedures, ethics, socialization, politics, etc.

   • Guidance Counselor - to guide the subordinate on their path through life, explaining options and making recommendations.

   Very important, both the mentor and the subordinate must realize the mentor will not have all of the answers, but should be able to point the subordinate in the right direction to get the answers they need. The mentor also has to know when their work is complete and allow the subordinate to move on to the next stage of their corporate life.

8. Other Vehicles - there is a variety of other ways for perpetuating professional development in your company:
   • Employee-led training or roundtable discussions - held on a regularly scheduled basis to discuss pertinent subjects. In other words, your own in-house trade group. The only problems here are: having access to suitable company facilities to hold such meetings at off-hours (most companies do not have a problem with this), and getting people to participate (many of whom will not stay beyond quitting time). But if you can develop such a forum, it can become invaluable as a learning aid.

   • Private Blog or Discussion Group - to use as a clearinghouse to discuss problems and solutions pertaining to your trade. Some companies frown on such electronic forums as they suspect it is used to plot against the company or management. But if such forums are properly administered, they can be beneficial in the exchange of professional job-related information.

   • Corporate Boot Camps - representing off-site retreats for in-depth discussions or training.

   If such vehicles do not presently exist in your company, you might be able to earn accolades from management and your coworkers for setting up such forums.

Again I remind you, your professional development is up to YOU, not your employer. In most cases, your employer will encourage and support you in your professional development, but they cannot spoon-feed you. YOU must show the initiative.

If you would like to discuss this with me in more depth, please do not hesitate to send me an e-mail.

OUR BRYCE'S LAW OF THE WEEK therefore is... "Progress is arrested when we surrender to the status quo, that we no longer strive to exceed it."

"MORPHING INTO THE REAL WORLD"

Friends, as mentioned, we have just published a new book entitled, "MORPHING INTO THE REAL WORLD - A Handbook for Entering the Work Force" which is a survival guide for young people as they transition into adult life. Reviewer Bill Petrey praised it by saying, "Every young person entering the workplace for the first time should be given a copy of this book." The book includes chapters to describe how a young person should organize themselves, how to adapt to the corporate culture, develop their career, and improve themselves professionally and socially. Basically, its 208 pages of good sound advice to jump start the young person into the work force. Corporate Human Resource departments will also find this book useful for setting new hires on the right track in their career. It not only reinforces the many formal rules as contained in corporate policy manuals, but also includes the subtle unwritten rules we must all observe while working with others. The book lists for $25 and can be ordered online through MBA or your local book store. Complementing the book is a one day seminar of the same name which can be purchased separately for $4,000.00 (U.S.) plus instructor travel expenses. For more information on both the book and the seminar, visit our corporate web site at: http://www.phmainstreet.com/mba/morph.htm
ISBN: 978-0-9786182-5-4

MY "PET PEEVE OF THE WEEK" IS "SCREAMERS"

This is one I think just about everyone will relate to. I sat down in a restaurant recently to enjoy my lunch. As I was about to lift the first forkful of my meal to my mouth, a blood curdling scream from a child erupted causing me to drop my fork and snap my head around to see a three year old throwing a temper tantrum two tables away from me. The kid was upset about something, I'm not sure what, and kept bellowing. Interestingly, the parents kept eating their meal like nothing was wrong, even though the whole restaurant had come to a complete standstill.

I also happened to be visiting the Department of Motor Vehicles not long ago to renew my license. As I was getting ready to pay my bill, the room exploded with the screaming of another toddler. Again, the parents simply went about their business like nothing was wrong.

Frankly, I don't know which is worse, kids screaming or the indifference of their parents. When my kids were little I would be embarrassed if they acted up in public. More than once I would pick my child up and take him outside to the car so the other patrons wouldn't be disturbed. But I guess that's not how it's done anymore. I suppose I am really showing my age now.

Since the parents today won't discipline the kids, I think I've come up with something that might turn the trick. How about a pocket aerosol sprayer with knockout drops in it, kind of like the pocket mace sprayers you see. The kid starts acting up, you give him or her a sprits of the knockout drops, and out they go. Somehow seeing a little mop top drop to the floor during a temper tantrum appeals to me. Maybe we can also create an adult version to sprits the indifferent parents. Then, when they wake up, they find themselves outside of the store or restaurant. I can just image the orders I would receive from restaurant owners alone.

Years ago I never understood why there would be special communities that were restricted to older adults, children were simply not allowed. It took me a while, but I think I now grasp the concept. It's not that I have anything against kids, I just have a problem with adults who don't know how to parent.

Such is my Pet Peeve of the Week.

"BRYCE'S PET PEEVE OF THE WEEK"

Folks, a couple of years ago I started to include my "Pet Peeve of the Week" in these "Management Visions" podcasts. They have become so popular that I now syndicate them through the Internet and they are available for republication in other media. To this end, I have created a separate web page for my writings which you can find at phmainstreet.com Look for the section, "The Bryce is Right!" Hope you enjoy them.

AND FINALLY...

I received quite a few responses from my "Pet Peeve" regarding "The Driving Top Ten":

A J.K. in Tampa wrote:

"This is really a good dose of reality on how it is to drive in today’s world is. I think every state should bring their driving tests up to today standards. Like driving while talking on the cell phone, putting on makeup, eating your fast food meal, reading anything, etc. I do think you forgot one thing, 'Turning On Red' should be number 11. Drivers today forgot that when this law was enacted there was a gas crisis going on. But you were only suppose to turn on red AFTER stopping at the red light; you were only allowed to turn if NOTHING, and I say NOTHING, was coming. If you drive, you know how everyone obeys this law."

An M.A. also in Tampa wrote:

"Reading this made me laugh. Because all of it is so true!

Tim, you obviously needed to vent. So glad you decided to take it out on-line rather than behind the wheel! We ALL feel the way you do at times while we’re driving.

My pet peeve is RUDE and inconsiderate drivers. People who WON’T let you in line NO matter what! Some even actually speed up so that you don’t get in front of them. Because we all know that what they have to do is way more important than what you have to do.

The second and third most irritating things to me are going speeds of one extreme to the next, with no in between. Some people are either going 20 mph or 90 mph!

Lastly, what I feel is the most dangerous and what seems to be a problem that has grown to epidemic proportions, is running red lights. I see it at almost every intersection! COME ON PEOPLE! You’re going to kill someone one day. For Pete’s sake, SLOW DOWN."

And finally, an S.T. in Florida wrote:

"My pet peeve is the cell phone users that are oblivious to what’s going around them. Never signals; Drives too slow; Erratic lane switches when they are about to miss their turn. Every time I see someone driving in a peculiar manner, sure enough, it’s Chatty Cathy or Gabby George smiling and having a great old time."

Thanks for your comments.

Keep those cards and letters coming.

MBA is an international management consulting firm specializing in Information Resource Management. We offer training, consulting, and writing services in the areas of Enterprise Engineering, Systems Engineering, Data Base Engineering, Project Management, Methodologies and Repositories. For information, call us at 727/786-4567. For a complete listing of my essays, see the "PRIDE" Special Subject Bulletins section of our corporate web site.

Our corporate web page is at:

http://phmainstreet.com/mba/

Management Visions is a presentation of M. Bryce & Associates, a division of M&JB Investment Company of Palm Harbor, Florida, USA. The program is produced on a weekly basis and updated on Sundays. It is available in versions for RealPlayer, Microsoft Media Player, and MP3 suitable for Podcasting. See our web site for details. You'll find our broadcast listed in several Podcast and Internet Search engines, as well as Apples' iTunes.

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Copyright © 2007 by M&JB Investment Company of Palm Harbor, Florida, USA. All rights reserved. "PRIDE" is the registered trademark of M&JB Investment Company.

This is Tim Bryce reporting.

Since 1971: "Software for the finest computer - the Mind."

END