6 Rules for Productivity

 

Mehdi Soodi, PhD• 2ndMetallurgist, BDM, RMA, JD

3 hours ago

[Reportedly] Elon Musk sent an email to the staff at Tesla with his 6 rules for productivity. Unsurprisingly, it leaked.

Here they are:
1) Avoid large meetings
Large meetings waste valuable time and energy.
- They discourage debate
- People are more guarded than open
- There’s not enough time for everyone to contribute
Don’t schedule large meetings unless you’re certain they provide value to everyone.

2) Leave a meeting if you’re not contributing
If a meeting doesn’t require your:
- Input
- Value
- Decisions
Your presence is useless.
It’s not rude to leave a meeting.
But it’s rude to waste people’s time.

3) Forget the chain of command
Communicate with colleagues directly.
Not through supervisors or managers.
Fast communicators make fast decisions.
Fast decisions = competitive advantage.

4) Be clear, not clever
Avoid nonsense words and technical jargon.
It slows down communication.
Choose words that are:
- Concise
- To the point
- Easy to understand
Don’t sound smart. Be efficient.

5) Ditch frequent meetings
There’s no better way to waste everyone’s time.
Use meetings to:
- Collaborate
- Attack issues head-on
- Solve urgent problems
But once you resolve the issue, frequent meetings are no longer necessary.
You can resolve most issues without a meeting.
Instead of meetings:
- Send a text
- Send an email
- Communicate on a discord or slack channel
Don’t interrupt your team’s workflow if it’s unnecessary.

6) Use common sense
If a company rule doesn’t:
- Make sense
- Contribute to progress
- Apply to your specific situation
Avoid following the rule with your eyes closed.
Don’t follow rules. Follow principles.

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HR Governance

 

David McLean, MA (Leadership) CHRL• FollowingLinkedIn Top Voices in Company Culture 2022 I Executive Advisor | HR Leader (CHRO) | Leadership Coach | Talent Strategy | Change Leadership | Innovation Culture | Healthcare | Higher Education23h • 23 hours ago

Leading edge HR teams are pivotal to helping organizations achieve their mission or win in the marketplace

“Research confirms what we intuitively know: aligned, innovative, and integrated HR practices make a dramatic difference in individual and organizational performance.”
Dave Ulrich HR from the Outside In: Six Competencies for the Future of Human Resources


What if your HR team could be equipped with:

1️⃣Tools and support to create an HR strategy

2️⃣A complete catalogue of employee and leadership development workshops that would meet your organization’s most critical development priorities

3️⃣All the support you need to develop and execute a complete diversity, equity and inclusion strategy

4️⃣A complete set of diagnostic tools that would allow you to do the gamut of employee surveys including: pulse surveys, DEI surveys, comprehensive employee engagement surveys, new hire surveys, exit surveys and retention and wellness surveys

5️⃣Leading edge actionable research that includes complete tool kits and guidance from experts to develop and implement HR strategies and programs including:
-Leadership development strategies
-Leveraging culture for competitive advantage
-Succession management strategies
-HR analytics
-Employee development strategies
-Holistic HRIS strategies
-Compensation strategies
-Well-being strategies
-A complete talent acquisition strategy
-A clear concise and compelling employment value proposition

6️⃣A complete end to end HR academy to develop your HR team on the most critical HR competencies

7️⃣A complete tool kit of resources for leading and sustaining organizational change at scale

The value proposition of a McLean & Company membership is exponential - to learn more about how a McLean & Company membership can accelerate your HR teams success see the link in the comments box below or connect with me

What is the future of HR?
“administration must be flawless; HR practices must be innovative and integrated; and HR must turn strategic aspirations into HR actions. But rather than rely on these waves, we see future-facing HR professionals looking outside their organizations to customers, investors, and communities to define successful HR.”
- Dave Ulrich HR from the Outside In: Six Competencies for the Future of Human Resources

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

McLean & Company offers an evidence-based insight approach to resolving key strategic and tactical initiatives. We systematically improve the core HR capabilities of organizations with our data-driven solutions, which are used and developed by the needs of over 30,000 members globally.

Similarities And Differences

 

Project Manager vs. Product Manager: Similarities And Differences

What Is a Project Manager?
Project managers begin their work during the planning stages of a project, and they continue working through each logistical step. This includes planning and defining the scope of a project, establishing schedules, bringing in staff and other needed resources and communicating with team members and stakeholders.

A person who never failed is a person who never tried anything new.

These professionals stay with a project from the beginning stages until completion, making sure everything goes according to plan.

Project Manager Role and Responsibilities
Project managers work on projects through all stages, so they have set responsibilities from beginning to end to make sure their projects succeed. Project managers’ responsibilities include the following.

👉Establish parameters and manage each logistical element of a project. This may include planning, defining the project’s scope, managing resources, executing various steps and bringing the project to a close.

👉Monitor a project from start to finish to anticipate potential challenges ahead of time and solve problems as soon as they occur.
Ensure that a project stays on budget. In doing this, project managers may need to reallocate funds to make sure the funds are used effectively.

👉Maintain effective communication with those involved in the project.

What Is a Product Manager?
Product managers play a strategic role in product development as they develop a vision for the product and ensure that it effectively meets customers’ needs. These professionals establish guidelines to determine a project’s success. They also monitor updates to make sure progress aligns with the organization’s original goals and vision

Product Manager Role and Responsibilities
Product managers take on a broad but high-level role in product development. They ensure that a product develops according to its vision and meets the needs of customers who will use it. Product managers’ responsibilities are as follows

👉Create a roadmap for a product by determining what users need. Establish priorities to determine when elements of the project should be built.

👉Set defining metrics to help determine a product’s success.

👉Monitor performance, changes and new features to ensure that the project stays within the set parameters for success.

👉Conduct research and market analysis to maintain a high-quality product.

👉Work with cross-functional teams to implement strategies that result in a successful product.

The Japanese Pause

 

Dr. Joerg Storm• 2ndHey Mercedes - fya: All posts here are my personal opinion and not related to my current/ former employer5h • 5 hours ago

A #PAUSE has #POWER.

In Japan 🇯🇵 after one person finishes #speaking, it is common to wait several seconds before the next person speaks. Japanese business professionals almost never speak over the top of one another.

• A PAUSE shows respect to the person who has just spoken.
• It allows what has been said to sit for a moment and be absorbed and considered.
• It gives people a chance to think before responding.
• Sometimes it's just a few seconds, sometimes it may go for 10 or 15 seconds.
• Japanese are very comfortable with this silence

When Japanese speak English they often bring this pause with them 

English speakers are not so comfortable with this pause.

When helping Japanese professionals communicate in English I have to encourage them to reduce their pause, because if they do not, they often miss the chance to enter the conversation. Timing is always hard for learners of English and for Japanese especially, because out of politeness, they tend to defer to others and allow them to go first.

So if you want to hear more from your Japanese partners. Learn to embrace the pause and learn to call on your Japanese partners by name, to to create the timing for them to speak up.
"Tomohiro, how do you feel about X?"
"Masako, I would love to hear your thoughts on X.”

Some of your Japanese business partners may speak fluently, most won’t. With your encouragement and patience they will speak, and their ideas may just add the insight and perspective you are looking for.

Slow down. Take a breath. Embrace the pause, and see what magic happens.