Conquering The Fear of Yes
Ted @ Crowdstack
Management
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Blog Post CommentI hear & see where you are coming from. At work I have to carry over & or "bank" leave I have not taken in a "leave year". So the following year I have more to take but I still may not have the need to take this leave. If the concept of unlimited leave was used, this situation would not exist & I would be comfortable in the knowledge that should the circumstances occur the leave would be available if required... Simple.. Having said that, I do work with some (very undisciplined)...
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Blog Post CommentVery interesting ideas. I will try to get a copy of Built to last. Here are two links to a fellow LiveCloud member. First one is her LiveCloud account. The second one is a link to the book she has available regarding on-line behaviors. Check them out if you get a chance. by Communitygirl 18 Rules for community engagement
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Blog Post CommentYes, we know her! We're working with her on another project.
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Blog Post CommentWhy do you think it was that there was no trouble on the original Groupee side of things until it merged into LiveCloud?. You have to admit we had a very well behaved bunch. Sadly this no longer exists as a result of these "rogue group of members" We had something special IMO.
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Blog Post CommentAre you talking about the GaGaJoyJoy users? If so, then that would be due to that community being merged into LiveCloud. The original Groupee and LiveCloud are the same thing (at the core), just with the addition and subtraction of some features.
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Blog Post CommentReference: Are you talking about the GaGaJoyJoy users A very small proportion of them. Nearly all of them are great but that is when this "rogue element" started
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Blog Post CommentYeah, that group of people came from another large community that was integrated into LiveCloud, so that will naturally change things.
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Blog Post CommentHi Rosemary, I heard about this news on King 5 today and admire you for your courage and conviction. I am a fan of this style of leadership and have had little success implementing it myself. I would love to be able to chat with you sometime, if you have some time. I look forward to hearing back from you. PS: I am not looking for a job . Tarang | http://tarangkaushal.livejournal.com/ MBA Candidate, Class of 2010 Michael G. Foster School of Business University of Washington
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Blog Post CommentI would like to commend you for the spirit of your efforts. Hopefully, your smaller payroll will allow you to make this system work. But for most corporations, I firmly believe this approach would be doomed to failure. This policy will turn into a nightmare for any who would rebel against the oppression seen in corporations who create policies based on the performance of the LCD. The standard will be set not by "Disciplined people who engage in disciplined thought and who take disciplined...
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Blog Post CommentI don't understand how this works with medical leave. What if someone has a long illness -- are they still getting paid their usual wages/salary? In my company, we believe we are renting 40 hours per week of our employees' time. We do not expect them to work longer hours to do their jobs. We would never put them in the position of competing against each other for who can work the longest hours. We have single mothers and older people on our payroll. We have no desire to pit these people...
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Blog Post CommentReference: Sounds like a great system for o/c overachievers who have no other lives. Not at ALL true, donnarae! Ever since I've started working at Social Strata (10 years in May), I've heard about the necessary balance of life and work, and I've been encouraged to live outside of work. All of us have lives, some of us have small children and some have important parts to play in others' lives. There are no overachievers with no other lives here! This CAN work. In ANY company. The key is...
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Blog Post CommentI hope it works -- I think it is a great way to treat employees. I don't think our bunch is ready for it. Too many little squabbles and turf wars going on. How do you handle abuse? At some point, if it is abused, some kind of action has to occur. I know that you have exceptional employees and don't anticipate any problems, but do you have a plan for what to do if someone does abuse it? Thanks, Donna
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Blog Post CommentWe saw the article and wanted to salute you! My husband and i are the owners of ZenSpot, Inc. in Eugene, Oregon. www.zenspotmbs.com and the hosts of ZenSpot Radio on 1320AM in Eugene or www.1320inforadio.com . We have begun a Healthy Leadership Project that we would love for you to be part of. Might you be interested in coming on our live show? We air Fridays from 3-4PM. We'd love to interview you as part of our Healthy Leadership campaign. Let me know if you are interested. We'd love to...
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Blog Post CommentI was very pleased to find this site.I wanted to thank you for this great read!! I definitely enjoying every little bit of it and I have you bookmarked to check out new stuff you post. Thanks for your blog
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Blog Post CommentMaybe it's a European/ American difference Ted, but a *yes man* over here is someone to be avoided at all costs. No thoughts of their own , and a people pleaser extraordinaire . Someone more to be pitied than laughed at really " Vive la difference."........Sorry my computer can't do accents. I caught this by good luck, because I never check the blogs ( due to all the twitter carp)
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Blog Post CommentAhh the British yes man Dont matter if the ship is sinking everything is ok with him so long as the boss is around, then it's ... "Where's the nearest lifeboat ..Me first" I'm a 'Yes if it makes sense' man and a 'no I don't like the look of the 1000ft fall' man
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Blog Post CommentWhat a fantastic post, Ted I am going to make sure my boss sees this.
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Blog Post Commentstoory and James: we have that definition over here, as well. But, this is an alternate definition that embodies the power of positive thinking.
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Blog Post CommentAt the moment we are fighting an employer who wants to change the agreed severance plans so anyone made redundant is likely to get at least a third less. Plus reduced pension plans. All in the background of politicians who are mouthing off about grabbing back money lost by bankers folly by reducing the number of Civil Servants. The two kind of fit together don't they. It's not easy to be a yes person with a knife at your throat. The yes factor does not apply here. Leave it for the bankers...
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Blog Post CommentNice post Ted,, I have always been a yes person,, not a yes man,, but the difference is believing anything is possible when we are all talking and working on the same plan.. I believed when I was a supervisor( 30 plus years) that if all knew as much as I did,, then my job got a lot easier,, and did,, I was the one that decided who got what when the raises came around,, but that was easy because they told me who was the one person that gave the most that year and who was the next and so on..
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Blog Post CommentReference: For you as an employee, the first step toward supporting such a culture in your own company is assuming a YES attitude now. Volunteer for projects. Beat all of your deadlines. Put your own tasks on hold a bit to assist a co-worker who needs your help. Sorry about my earlier reply Ted........As usual I never read the whole post. Saw *yes man* and its connotations, and jumped the gun. Having now read the whole post.......realize (with Lorie's input) What you meant SORRY * reminds...
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