Since we are at the beginning of the year, and many are making resolutions to get more organized, here is one of my all time favorite posts from 43 Folders on a better to do list.

Building a Smarter To-Do list

Sometimes it is cliché to reference a Seth Godin blog post – it feels too easy, but while I try to avoid it, the guy does have a habit of making you think.

He recently posted about “Cleaning Bathrooms”. You can read the full post HERE.

His challenge is this, “It turns out everything we do involves cleaning bathrooms”. This made me think, because as many of us in HR see, “cleaning bathrooms” is the hard, dirty, behind the scenes work that no one sees.

Many of the problems I see and hear when talking to workers, especially those who are new at a company, or new in an industry, relate to “cleaning bathroom” style tasks. One of the hardest things to master is just to have patience while you work through this part of growth.

Here is my take: Most people when entering organizations, find the hardest thing to do is be patient. This is a challenge I have faced over and over in my own life, and I’ve seen plenty of other people face as well. Patience often requires more skill then learning systems, or programs, or even overblown and difficult org charts. Patience isn’t taught in school. Patience is however, the “cleaning bathrooms” part of the job. There isn’t a clear ROI on hard work in the trenches, but for those who have gone through it, it is invaluable.

I’m honored to be mentioned along side some of my favorite blogs in the HRBN 40 Under 40 list.

Read the whole list HERE And keep it up everyone!

This past week, one of the (without getting into a debate) better players in the NBA, Dwayne Wade, let himself lose it for a minute.

Many of us have that moment where you wonder what would happen if I just said “this” to the co-worker getting on your nerves.

Is it worth it?

10 times out of 10, no. In this case it cost Wade a one game suspension and $120,000 in pay. Would you have done it?

Ray Lewis talks about what he loves.  This guy does everything with passion.

As small companies or organizations grow up, often the situation arises where people are working in an area that does not best fit their skill set, or they just aren’t that good.  This is uncomfortable, but many times leaders do not recognize the negative impact that NOT addressing it will have.  Most (I don’t think I’m exaggerating) managers avoid taking action altogether because it is tough. Here are some tips I have learned from doing it the wrong way over and over again.  Maybe they will help someone else.

General Tips I have messed up:

1. It won’t get easier.  It won’t be easier tomorrow, it won’t be easier next week.  We often avoid having the tough conversation.
2. The second time (or 100th time) isn’t much easier then the first.
3. NOTHING will happen that make it easier.  We often put it off hoping something will happen that makes the issue obvious to everyone.  We figure that something big will go down and that person will realize they aren’t the right fit , coming to us and backing out, in a kumbaya moment.

So here they are, in no certain order:

1. First examine yourself and your process.  Way too often the problem isn’t even the person.  We expect people to “know” how to do things.  A friend of mine quoted someone as saying “leadership is like having a 2 year old”.  That is true, and often the problem that exists is me.  Some of the things that go wrong are expectations not being clear, instructions not being clear, instructions or expectations being completely missing, process being unclear, the “win” not being properly defined, and the list goes on and on.
2. Be fast and honest.  Let’s face it, if someone is not a good fit, it is clear from the start, but we often avoid the hard conversation, for the sole reason that we don’t want to have the tough conversation. (See above) The longer we avoid it though, the harder it gets, and the harder it is to finally have the inevitable conversation.  Once you allow someone to go the wrong way for too long, it isn’t their fault, it is yours.
3. Be Fact Based – This goes back to having clear expectations, but it is imperative that you keep it fact based and not based on personal feelings.  People are trying their best, even though they may not be a good fit, you owe them the respect of honest and factual feedback.
4. Use the real facts.  Too many times I have tried to sugar coat a situation.  This is when you know why you need to fire or remove someone, but you highlight a lesser (in your mind less painful) fact, and point to that.  Without fail, every single time I have done this, it has bitten me in the behind.

This is never an easy conversation, it won’t ever be, but as a leader, it is a conversation you have to have.

So it is the New Year, and everyone has their goals, predictions, lists, etc etc up.

I’m a resolutions guy. I think most people are, but this post isn’t about that. In looking forward to 2011, more then ever before, I have a lot going on. A lot of goals, a lot of duties, a lot of things I get to do that I really love. This is the first year in a long long time that I don’t know what tomorrow holds, or next month.

There is always a risk to do too many things, and not do any of them well.

I admit to some jealousy when I see people such as Chris Brogan , C.C. Chapman and Amber Naslund seemingly juggle so many projects with style, grace and excellence.

So what do you do? What tips do you have?

It is impossible to be on Twitter or Facebook or anywhere these days and not hear about social media and what you “should” be doing, and how you “should” be setting it up.   Major companies have even gone away from pushing customers to their website (side note: dangerous!) but sending them instead to Facebook or Yelp!.

It always strikes me though, so many people are still missing the point.  Social media is a tool.  It is a tool that helps you listen.  The best companies – the ones doing it right, the ones being successful - it isn’t because they have the right strategy, or they hired the right consultant.   The companies who are doing it well are the ones who are using social media to listen – And that is one of the oldest marketing tools in the book.  *earth shattering right?*

We watch Phineas and Ferb at my house.  A lot.  Probably more then any other show, except for maybe iCarly.  While I am yet to find anything at all redeeming about iCarly, I was able to find some valuable life lessons being taught from Phineas and Ferb.  In no certain order, here they are:

1. Each day is a new day.  The boys spend all summer figuring out what to do.  Each and every day.  So many times we bogged down looking ahead.  We get overwhelmed by the sheer size of something before us, or what seems like insurmountable odds for something we either have to do or want to do.  We need to stop thinking like that.  Instead, take small bite size pieces.  See that huge goal in front of you?  See the huge project?  What are you going to do to get closer to it today?  What piece of it can you knock off right now?   Is it a five year plan? A side business?  A hobby?  Whatever it is, stop putting it off.  Get to it.

2.   You need a good team, and you must empower them.   Phineas and Ferb never accomplish a task by themselves.  They have good friends that always help them along the way.  Usually this is the Fireside girls, but a collection of other friends too.  But they don’t just stop at that, they empower their helpers.  Each person helping has an important task, one that if done improperly can ruin the whole plan.  It is like that with us too. We can’t accomplish nearly as much alone as we can together, but so often we refuse to give up control or ask for help.  We worry either that someone else will “ruin” it (you know, ruin the thing we haven’t even started) or that they will want “credit”.  Both of those reasons are stupid.  Asking for help takes us farther then we can alone, it keeps us motivated and keeps us moving.  Does someone want credit?  Give it to them, you wouldn’t be there without them.

3.   People get behind a movement. Every day the kids in the neighborhood show up to the yard to see what is on track for that day.  They aren’t there because it is a cool backyard, or because there is a PS3 there, or because they are rich.  They are there because Phineas and Ferb are going to do something great.  Doing great things, doing things that are greater then yourself or your team will attract attention.  The bar has been raised, and doing things ok is no longer enough.  Leaders do not attract influence by being really good at travelling down the middle of the road.  It takes BIG IDEAS to attract people.

4.   Sometimes it is better to ask forgiveness then permission. Sometimes you just have to get out there and DO IT.  It isn’t going to get easier to start.  (It will get easier the more you do it).

5.  There will always be naysayers. I’m not sure why.  I’m sure there is some scientific Freudian explanation for this, but there will always be people who try to deter you from stepping out, going for that big idea, or taking the leap.  Sometimes they are just negative to begin with, other times they don’t want you to fail.  The fact is though, that while everyone has big ideas, few act on them.  Comfort is attractive.  Doing what you know is attractive.  Puting it all on the line, whether it be your career, your life, or even your reputation is risky but the payoff is worth it.

6.   The big scary thing isn’t really that scary.   The fear that keeps us from going for it, whatever IT is, it isn’t that bad.  In Phineas and Ferb, the really super evil villain is Doctor Doofenshmirtz.  The Doctor’s most evil-est plan is to take over “the entire tri-state area”.

Dr. Doofenshmirtz: As I get older and older, I find it harder and harder to read my small little wristwatch. So I will launch Big Ben into space, and fly it all the way to the Tri-State area! ["flies" Big Ben over to his model of the Tri-State area] La, lala, lala, here I am, I just woke up and I want to know what time it is. [flings the model of himself across the room.]Woohoo! Yes! I’m a genius!

Agent Double O-O: Wha – That’s it?! That’s your whole plan?!!

Dr. Doofenshmirtz: Well, in a nutshell, yes! What do you think?

Agent Double O-O: [glances at Perry, pauses] Am I on one of those hidden-camera shows? You realize you could just buy a bigger watch? Or maybe a wall clock?

Dr. Doofenshmirtz: Yes, but then I’d have to drive to the store and find a parking space, and I’d have to choose from like – dozens of styles … It just seemed like so much work. This would be much less complicated.

We avoid risk because the fear of the unknown, the fear that the worst case scenario will be so bad.   The truth?  Sometimes the worst case scenario is even better then the current scenario.   That huge downside that we fear is often silly.

So that’s it. Take each new day like a new adventure.  Do new things.  Meet new people.  Tackle the project or hobby you have been putting off.  You have been delaying it for way too long.  I promise it will make your life better, even if it “fails”, and it will get easier each and every time.

I have had a number of instances where this has come up lately.   How often are you working through a project, and you are killing yourself trying to find what the missing key is.  Your idea/concept/product just doesn’t seem to connect.  It doesn’t seem to land.

Often I have found that the issue that holds us back is that we are unable to remove ourselves from our own small view.  This is hard for individuals, but even harder for teams.  How do we keep moving forward and keep focused when everyone seems to have a different end in mind?

Name your muse.   Dress your muse.  A concept isn’t enough.  A theme is not enough.   You must KNOW your target audience.  I recently worked with a business coach, Justin Lukasavige (@pastdue) who was trying to pound this into my thick skull (It didn’t stick too well, sorry Justin).  When we were working on our target market, he made me name my target.  Give them characteristics, “Tell me what they are like” he would say, “Tell me about them”.

This isn’t just Justin’s idea though, none other then that teeny little auto company Ford has done the same thing.  Here is a spot from the New York Times:

ANTONELLA is an attractive 28-year old woman who lives in Rome. Her life is focused on friends and fun, clubbing and parties.

She is also completely imaginary.

But her influence is definitely real. It is evident in the design of the Ford Fiesta, on sale in Europe now and arriving in the United States next summer as a 2011 model.

Antonella was the guiding personality for the Ford Verve, a design study that served as the basis for the latest-generation Fiesta. A character invented by Ford designers to help them imagine cars better tailored to their intended customers, she embodies a philosophy that guides the company’s design studios these days: to design the car, first design the driver.

So what are you missing?  Are you finding it hard to connect the final piece of your concept or idea?  Maybe you don’t know your Antonella well enough.