Statistics show that within the workplace a team leader or executive works an average of forty-five (45) plus hours per week. Team leaders and executives have said that their most productive times  occur either before the daily operation has begun, after the daily operation has ended or when there are no or minimal interruptions.  

Without warning the eight (8) hours scheduled for performing primary job tasks can be spent attending to derailing, important tasks such as: unpredictable work flows; accepting important telephone calls; responding to urgent E-Mails; attending unscheduled meetings; sitting through an extended meeting; resolving human resource issues ; listening to customer and other third party concerns...

"There are many things that will catch my eye, but there are only a few that catch my heart. It is those I choose to pursue."  Tim Redmond, you are a wise journalist. There is truth in your quote highlighted by John C. Maxwell in his book Talent is Never Enough.   

Personally, I know what is like to be involved with a project, functional assignment, job task, industry or workplace that you have little or no desire for, interest in nor passion about. Have you ever experienced such a situation?  If no, such a situation is uncomfortable, stressful, and manifest combined feelings of frustration, sadness, regret and anger.   

John C. Maxwell gives the best recommendation to alleviate the level of minimal or no desire, interest or passion. He says that we are to prioritize our life according to our passion, warning that such a  strategy could be risky, and would...

As the opening of a presentation the presenter asked the participants if they knew the significance of the number 10,080.  About after the third incorrect response the answer was revealed. The number 10,080 is the number of minutes in a week, the presenter then asked: how are you using your 10,080? (pronounced 10 80)     

10,080 equate to minutes; minutes equate to time, a commodity that is non-transferable, non-refundable and perishable.  Interestingly, the “clock” restarts at many intervals; after every seventh day with 10,080 minutes, after every day with 1,440 minutes and after every hour with 60 minutes.  Imagine life, if people were fined $1.00 for every minute that was ineffectively used? Wouldn’t you agree that $1,440.00 or $10,800.00 would be hefty daily and weekly fines, respectively? 

Evaluations! Who can boast that they are really comfortable with them? For many of us being evaluated began in grade school, where we were evaluated, tested on the knowledge of various subject matters.  Evaluations are everywhere. Do we recognize our visit to our general physicians for an annual “check up” as an evaluation? Indeed such an experience is includes an evaluation of the current and change in our weight, height and vital signs. As defined by www.dictionary.com , the word “evaluate” means to examine and judge carefully; appraise.  

In the workplace evaluations are accomplished through the use of job appraisals.  For many this is an annual act, conducted by the team leader or manager with and in very rare occasions without the Associates input. The evaluated criteria vary depending on the nature of the workplace, its’ products and services, for instance in the healthcare industry the demonstrated level of patient care may be evaluated...

In the Workplace the word incentives is synonymous with the words: rewards, awards, prizes, bonuses and tokens all of which are popular amongst Associates for their monetary and tangible value.  Dear Reader, what was it like for you to receive from an incentive or similar as mentioned above for work well done?   

In the Workplace, the purpose of an incentive is to inspire the Associates to pursue, achieve and surpass specific goals and standards. Incentives are instrumental in fostering teamwork, igniting productivity and ensuring efficiency. Realizing that the common phrases “What’s in it for me” and “Show me the money” are no strangers to Associate’s before embarking on a functional assignment or accepting a team task, the Workplace strategically tags on the criteria for the incentive to the announcement of any task or goal to ignite the Associate's determination and perseverance to the embrace and attain the objective...

The job description is one of the most detailed documents composed and administered by your Department of Human Resources.  Its’ purpose is to define the tasks, functional assignments and skills that the Associate is to demonstrate.  It further outlines the manner by which tasks are to be executed and demonstrated.   Bored and overwhelmed by its’ wordiness, its’ content serves in the best interest of the Workplace and the Associate.  It is the manuscript that directs the Associate’s daily movement, its’ existence defines the importance of the job, and its’ contribution to the overall workplace performance and bottom line success. As this article title lends, its’ purpose is to describe the; who, what, when, where and how of an Associates job.  

Recently I read a blog which stated that the job description of Michael Eisner former CEO of Disney, included “trash collecting”...

I am sure that you are well aware of all the things that you would like to see, do, experience, acquire and achieve by December 31^st, 2010. I would venture to say that even if a budget has not been set, even if a venue has not been identified, even if a specific target date has not been confirmed, you have all hopes for their respective achievements. Am I correct in this assumption? That is a personal perspective of you and the year 2010.  

Let us apply these same aspirations to you and your Workplace.  Questions for the Associate: For the year 2010, do you know:

Your workplace strategic plans?; Your team/departmental goals? ; The forecasted changes to your job description?