Top 10 traits of the perfect boss

Sylvia Pennington reports on the characteristics of the perfect boss. How does your boss stack up? Or if you're the boss how do you stack up? The cheat sheet list is:

  1. Provides purpose
  2. Demonstrates vision
  3. Collaborates
  4. Sets clear expectations
  5. Provides a positive work environment
  6. Is even tempered and resilient
  7. Treats everyone fairly
  8. Provides recognition
  9. Are always learning
  10. Helps and mentors others

Read the full detail of the top 10 traits of the perfect boss here: http://www.smh.com.au/executive-style/management/top-10-traits-of-the-perfect-boss-20120815-248md.html

Shrill? Aggressive? And other names we call smart women by Clem Bastow

Clem Bastow writes a lot about women's issues. In this piece from August 2012 she reflects on the name calling attributing to woman that perhaps is not bestowed on men displaying the same attributes. Food for thought. 

You might have seen Leigh Sales take Tony Abbott to task on 7:30 last week. For her troubles, she’s been called “shrill” and “aggressive” (despite her work on7:30 being neither), and then, yesterday, Liberal Party strategist Grahame Morris unleashed this corker: "Well Leigh can be a real cow sometimes when she's doing her interviews."

Read the whole piece over at http://www.dailylife.com.au/news-and-views/dl-opinion/shrill-aggressive-and-other-names-we-call-smart-women-20120828-24y6p.htm

Telecommuting - the future ain't what it used to be

Productivity versus collaboration. Isolation versus distraction. The pros and cons of working from home and "telecommuting" were making the rounds last week with articles about Google and Yahoo policies. Google, despite enabling its users to collaborate remotely doesn't favour the practise itself. The positions of these companies on the matter are summarised by Asher Moses and Ben Grubb with some additional research facts, stats and links. Here's a sample:

Dr Blount said telecommuting was not a one-size-fits-all solution and in each case a business case needed to be made.
Her research has found that in some instances team members and managers felt reluctant to “bother” teleworkers at home which could hinder collaboration, while at the same time the teleworkers themselves reported being far more productive and satisfied. Some however experienced “social and professional isolation”.

If this is an issue in your workplace read on for more links and references to a Deloitte study "Telecommuting - the future ain't what it used to be" http://www.smh.com.au/it-pro/business-it/telecommuting--the-future-aint-what-...

Why Faking Enthusiasm Is The Latest Job Requirement | Fast Company

Award-winning UC Berkeley sociologist Arlie Russell Hochschild, in her book The Managed Heart, coined the term "emotional labor" to describe the curious situation where "seeming to love the job becomes part of the job."

Its not only hospitality that requires you to smile for the punters. Read on for the technology company and startup scenario which talks to the relative value placed on different job roles and that we should rethink the value places on people skills.

Art of spotting and managing office pests via SMH

<em>Illustration: Simon Bosch</em>

Illustration: Simon Bosch

Another book on toxic work culture and personality types to look out for. Some of these may sound familiar from similar lists:

  • Narcissists 
  • The Withholder 
  • The Socialised Psychopath 
  • The Egomaniac 
  • The Bully 
  • The Sleaze 
  • The Rigid Control Freak 
  • The Aggressive 
  • The Histrionic 
  • The Passive-Aggressive Manipulator

These lists are like celebrity photo galleries. There's something sordid about the act of looking at them and identifying people with labels. I don't discount their value to helping anyone negotiate the work environment I just wish such lists were accompanied with positive examples to give people a more balanced perspective and provide tools to help readers evaluate those around them more holistically.

Anyway, to read more about these traits and the book go to http://www.smh.com.au/business/art-of-spotting-and-managing-office-pests-20130209-2e50z.html

A New Hiring Manifesto: Your Fancy Credentials Are Worthless | Fast Company

Speaking as a graduate of one, top schools teach you credentialing and ladder climbing. If you’re lucky, you might learn how to create a financial model or craft a solid argument. They don’t make you a great UX designer or programmer. Your passion for learning and gaining more and more experience are what make you great. The nights you stayed up until 5am coding make you great. Your love of building things makes you great.

I want to hire hungry creative kids that want to step up. The best programmers from shitty schools and wannabe designers who dropped out of film school. Network engineers who started off as college dropouts but figured it out from years of on-the-job experience learning to be the best. Dev Bootcamp grads without any experience but who have spent every day and night the last 6 months programming.

I don’t give a shit where you went to college as long as you’re talented.

Bank of America to its 270,000 employees: Be nice

Bank of America sent a letter to each of its 270,000 employees with the simple message to "Be Nice". This is after woeful customer satisfaction ratings. Is a letter enough? No, according to Customer Experience consultant Colin Shaw of Beyond Philosophy who stresses the need in the story for matching incentives and guidelines for how much time managers spend with customers and in branches. Apparently a more comprehensive plan to address customer satisfaction performance is to follow.

Via https://twitter.com/uxrat who has a pretty steady stream of interesting articles. And yes, he's a mate of mine too.

Listen to the full story at http://www.marketplace.org/topics/business/bank-america-its-270000-employees-be-nice#

Are the signs to tidy the kitchenette not working? Try adding eyes.

mind matters, mind, brain, eyes

Is your workplace kitchette perpetually untidy? Are there serial offenders who just won't comply with the signs stuck up on the wall, on the bench, on the dishwasher? It seems to happen everywhere, and a colleague and I were laughing yesterday as we saw a bunch of dishes on a bench just beneath the instructions telling people: 

"DO NOT leave your dirty dishes in the kitchette, don't be lazy. Take them to the main kitchen."

I kid you not, the first two words are bold + all caps + underlined. It reminded me of a research study that found that pictures of eyes changed people's littering behaviour, making them tidier.

A group of scientists at Newcastle University, headed by Melissa Bateson and Daniel Nettle of the Center for Behavior and Evolution, conducted a field experiment demonstrating that merely hanging up posters of staring human eyes is enough to significantly change people’s behavior. Over the course of 32 days, the scientists spent many hours recording customer’s “littering behavior” in their university’s main cafeteria, counting the number of people that cleaned up after themselves after they had finished their meals. In their study, the researchers determined the effect of the eyes on individual behavior by controlling for several conditions (e.g. posters with a corresponding verbal text, without any text, male versus female faces, posters of something unrelated like flowers, etc). The posters were hung at eye-level and every day the location of each poster was randomly determined. The researchers found that during periods when the posters of eyes, instead of flowers, overlooked the diners, twice as many people cleaned up after themselves.

So perphaps try adding pictures of eyes to your kitchette signs. To read more about the mechanics of "Neural architecture" and "Gaze detection" and to read about how the studies were designed and conducted go to http://www.scientificamerican.com/article.cfm?id=how-the-illusion-of-being-observed-can-make-you-better-person

This study is also quoted in Quick and Dirty Tips which has a few more suggestions for office tidiness. Not sure if I agree with all of them (do grown ups need candy rewards?) but sometimes you just gotta try something.

Why Perks Aren't Company Culture

"When you start developing a product or a company you never know if it’s going to work or what’s going to work. But you do know what you want to do and how you want to do it. So do that. And when (not if) that doesn’t work, do something different and try again. Repeat until something good happens. Then, and only then, should you look back and consider what you did that worked and find ways to reinforce that behavior."

Read on over at Inc for the full opinion piece: http://www.inc.com/steve-tobak/why-perks-arent-company-culture.html or go to TechCrunch for the article that inspired it: http://techcrunch.com/2012/12/17/programming-your-culture/