Category Archives: Uncategorized

First Things First- Managing Your Time

When I was younger my dad required me to read, 7 Habits of a Highly Effective Teen, by Stephen R. Covey.  He of course, read it as well, and continually lectured me on the importance of the 7 habits.

As I got older, and my dad finally assumed I encompassed those 7 habits, I became liberated of the daily references he made to Covey’s book. However, I should’ve known better, Covey reappeared when I began college.

As I faced deadlines, a constant flow of emails, and meetings as any usual employee or college student, I found the saying “Time is of the essence,” is in fact, spot on. There are only so many hours in the day I can mark tasks off my list no matter how late I try and stay up or early I drag myself out of bed.

Once again, my dad began persistently referencing Covey as a solution to my lack of time. Only this time, he referred to Covey’s adult version of the 7 habits- 7 Habits of a Highly Effective Person.  Due to I am not the only college student or employee facing the crisis of time management, I decided to for once, listen to my dad and Covey’s advice.

Therefore, today, I want to give credit to Stephen R. Covey’s time management method which all people may prosper from – Habit 3 Personal Management. Many methods of time management exist- checklists, calendars, and prioritizing our daily tasks.  One method Covey recommends which you may find more effective in the workplace and in your daily home life is a matrix of quadrants of importance.

Quadrant I- Urgent activities that cannot be ignored

Quadrant II- Important activities, but not urgent

Quadrant III-Urgent activities, but not important

Quadrant IV- Not important or urgent

 

In the matrix, the key to time management comes from Quadrant II.  If Quadrant II activities are done on a regular basis, you will find a tremendous improvement in your daily life. The time for Quadrant II activities comes from Quadrant III and IV. Covey believes that effective people do not spend time in Quadrant III or IV because such activities are unimportant to your goals in life.  One must find time to take on Quadrant I because procrastinating this quadrant results in the task getting bigger and bigger until you must deal with it. Relatively, Quadrant I will shrink with attention to Quadrant II as well with practice of classifying activities. Classification of quadrants requires: 1. Prioritization 2. Organization of priorities, and 3.Self- discipline. However, always be careful of confusing Quadrant I and II.

A critical skill for time management also requires delegation. Being able to effectively delegate tasks to others is highly important in the workplace when dealing with time management. Delegating allows you to devote your time to higher quadrant activities while enabling personal growth for other individuals.

I truly recommend utilizing or at least trying Covey’s personal management method to help you put your responsibilities into perspective. Performing time management and following Covey’s quadrants of importance will allow you to create a life congruent to your goals and values. For example, by following Covey’s method I managed to find time to write this blog!

 Adapted from “7 Habits of a Highly Effective Person,” by Stephen R. Covey

I-69: What’s Next for Section 5?

In the coming months, the footprint will be largely determined for I-69’s Section 5, the segment that stretches south of Bloomington near Victor Pike to just south of Martinsville.

In April, the Indiana Department of Transportation released a revised Screening of Alternatives outlining four potential scenarios for Bloomington’s section of highway, notably the location and design of interchanges as well as how large the route will be once constructed.

Morgan Hutton - Director of Advocacy & Public Policy

In short, Alternatives 4 and 5 are design options that were carried over from the original Screening of Alternatives published in 2007. Two new alternatives, 6 and 7, are identified as “minimal impact,” and are significantly different from the prior two in that they carry a much smaller footprint, utilizing the existing pavement, grade, structures and right-of-way of SR 37. Under these two scenarios, travel lanes would be added in urban areas on the inside of existing SR 37, with north and south lanes separated by a shoulder and centerline median barriers. Rural portions would continue to be separated by grassy medians.

With that, this column is not intended to provide a description or thorough explanation of what the highway may look like, or its utility, under any proposed scenario. (The full report can be found at i69indyevn.com) The point is – this is it, the time has come, and decisions must be made. It is prime time for members of the community – and key elected officials, to take a serious look at the options available and how we may best position ourselves to get the best deal we can.

Under each of the alternatives, there are tradeoffs. Should it be built in (smaller) or out (bigger)? At which locations is an underpass or overpass more appropriate than a full interchange, and vise versa? What types of interchange designs are more functional? Where are opportunities for non-motorist access? What is the tradeoff between desirable highway features and minimizing impacts to resources and right-of-way? There are still many questions yet to be addressed. And the clock is ticking.

This fall, INDOT will return to the Bloomington/Monroe County MPO to have preliminary engineering and right-of-way costs for Section 5 added to the local Transportation Improvement Program – a critical and timely step in the process to ensure necessary safety upgrades can happen on SR 37 before Section 4 opens to traffic bringing I-69 from Evansville to Bloomington by the end of 2014.

This means, to avoid an unnecessary stalemate between the local MPO and INDOT, we have to be prepared by knowing what our current options are and give good, reasonable input on community priorities and how those priorities serve to develop the most functional highway for the future.

How can you get involved? View the Section 5 Screening of Alternatives at i69indyevn.com and click on Tier 2 Environmental Studies. Public comment is being sought and can be submitted through the project website. Stay up to date on the latest by visiting the Hoosier Voices for I-69 website at www.buildi69.com and follow on twitter @buildi69.

Are Millennials a Drawback or an Advantage?

Businesses are continually adapting to new technology. So, why not adapt to new generations of workers?

However, before I go into further deliberation on this question, I’ll provide brief descriptions on the generational workers one may find in the workplace today.

Millennials: Adults under 30 in the year 2011. Notable characteristics include goal oriented and proficient at multi-tasking.

Generation X: Age 30 to 50. They’re distinguished by their self-reliance and their concern for workplace rights and work skills.

Baby Boomers:  Age 51to 68. This age group is predominantly characterized in the workplace as workaholics and they view that employment is for life.

As I continue with my college education, my professors frequently express that finding a job following graduation will be challenging.  My job search will not only be difficult because of the current state of the economy, but also because I am of the generation of workers referred to as Millennials.  Millennials present new challenges to companies because of their key differences that differentiate them from senior employees classified as Generation X and Baby Boomers.  While I tried to deny that the studies my professors referred to only stereotype my generation, I admit my inclination was I encompass many of the characteristics detailed in the studies.

Soon, Millennials will comprise the majority of in the workforce and therefore businesses will have to accept the inevitable differences between generations, understand why they arise, and how to use them to their advantage.

Therefore, it only seems fitting, to detail the key characteristics of the immerging Millenials workforce and how businesses can adapt to these new generational workers.

Set up benchmarks. Millennials are inherent planners and therefore want an employer to take an interest in their future. Millennials have had much more time to practice time management and adhering to a schedule compared to Baby Boomers and Generation X.  Setting up benchmarks will allow you to gauge your employees’ accomplishments and progress while simultaneously helping them plan their future.

Provide guidance. Millenials want direction and like feedback. When assigning Millennials tasks, they prefer short-term, specific activities which provide them with direction so they can gage when they’re off track. Employers can use this to their advantage in prioritizing objectives to accomplish.

Offer hands-on-guidance. Millennials, unlike Boomers, trust authority figures and look towards them for guidance in the workplace. Although, employers may see this as a misuse of valuable time, smart employers will realize Millennials need for direction helps minimize errors.

Encourage informal socializing.  Millennails love to stay connected with a large group of people. They want constant interaction and collaboration with their bosses and co-workers. This may seem as a dilemma to employers who associate socializing with unproductivity. However, top-rated employers such a Google encourage informal socializing amongst the staff.

Emphasize positive impact. Millennials want to contribute to causes they see as ethically and socially important.  They want to feel connection with the community and want that connection to be reflected of their place of work. Employers can encourage Millennials to arrange innovative philanthropic events that can help broaden the face of the business within the community.

Incorporate advanced technology.  Young adults are always ‘wired’. Therefore; it’s not hard to guess that Millennials like to work for a business which uses cutting-edge technology. They value technology because it allows them to stay connected with their colleagues.  Employers need to integrate technology into their daily business operations not just to stay ahead of competitors but to gain bright new workers.

Adapted from “Why Generations Matter,” by LifeCourse Associates, lifecourse.com

 

Finalist in 2012 Chamber of the Year!

We were thrilled in 2011 to be honored as Indiana Chamber of the Year. Now we are keeping are fingers crossed to win the 2012 American Chamber of Commerce Executives (ACCE) Chamber of the Year! We are so proud to be one of the finalists in ACCE’s prestigious Chamber of the Year competition. We thank all of our tremendous board leaders, dedicated volunteers, and our engaged members for allowing us to reach this level of recognition!

Below is the official press release with more information on the ACCE  competition:

The Greater Bloomington Chamber of Commerce today learned that it has been named a 2012 Chamber of the Year finalist in the American Chamber of Commerce Executives (ACCE) national competition which recognizes the dual role chambers of commerce have in leading businesses and communities. Chamber of the Year awards honor chambers of commerce in four categories based on the size of the organizations. During all stages chambers compete amongst peers from similar total income levels and up to three chambers with the highest number of points in each of the entry categories, based on total revenue, may be named finalists.  The Greater Bloomington Chamber of Commerce is one of two finalists in the $450,001–$900,000 total revenue category.

Each year up to four chambers of commerce are honored with ACCE’s Chamber of the Year designation, recognizing excellence in operations, member services and community leadership. Chambers honored with the Chamber of the Year designation have not only demonstrated success in community leadership and organizational strength, but also have made an apparent impact on key community priorities, such as education, transportation, healthcare, and cultural vitality. Applications are reviewed and scored by a committee of chamber executives and former Chamber of the Year winners.

“To be named a finalist for this award is an incredible honor for The Chamber’s board of directors, volunteers and Chamber staff who last year set forth on an ambitious strategic plan.  It is a tribute to the innovation and passion of the more than 450 individuals that work so hard to build better business and better community in greater Bloomington,” said Christy Gillenwater, president & CEO of The Chamber.  “We are deeply honored to be selected as a finalist.”

The Chamber of the Year award involves a multi-stage process, which includes the ACCE operations survey, formal application and the final interview. Winners of the 2012 Chamber of the Year will be announced at this year’s ACCE Convention in Louisville, KY from August 1-4.

American Chamber of Commerce Executives is a national non-profit association for management in chambers of commerce dedicated to furthering the business and the individual professional development of their members.

For more information visit http://www.acce.org/chamberoftheyear/chamber-of-the-year/.

Also, we made INside Indiana Business for being a national finalist in ACCE’s Chamber of the Year!                                                                                                                                      For more information visit http://www.insideindianabusiness.com/newsitem.asp?id=53809

Promoting a Healthier Workplace

Whether you are running your own business, or working for it, you may think the last thing you need to consider is health and wellness at work. However, studies have shown that stress can take a toll not only on physical and emotional health, but productivity and performance in the workplace.

Establishing a healthier work environment from the top down will increase the health and efficiency of your employees.  Workplace wellness programs encourage a healthier lifestyle that can enhance time utilization and decision making of workers.  The Greater Bloomington Chamber of Commerce formed the Healthy Business Bloomington Initiative to help businesses promote wellness in the workplace. Businesses which implement workplace wellness programs might save when it comes to medical care costs, safety problems, and rates of absenteeism.  Even if you are not in the position to employ a comprehensive wellness plan, there are many small steps your business can take to increase the health of your workers.

1. Implement healthier eating choices. Offer your employees healthy meal and snack options that help fuel their performance while satisfying their nutritional need.  Consider replacing sodas with water, milk, or tea.  If possible, stock the break room with fruits, vegetables, and other healthy options.

2. Promote exercise. Encourage 2 minute stretch breaks every hour. Organizing regular stretch breaks provides a mental break from the work routine, which results in stress reduction.  Endorse exercising by partnering with a local gym to offer a discount for your employees. An active body is linked to an active mind, so regular exercise will increase your workers clarity and concentration.

3. Emphasize health education. Break time seminars are key opportunities for helping employees learn about healthy habits. Recruit speakers to lead session on healthy meals, stress management skills, and keeping active.  Keep sessions enjoyable but educational.

4. Be attentive of mental health. Unmanaged stress can lead to job dissatisfaction and absence from work for related health conditions. Consider offering an employee assistance program for employees who have excess stress, financial problems, or depression.  Also persuade employee to take simple steps on their own to reduce stress.

5. Make health apart of the work culture. Add healthy facts to company email and communication. Or even simpler, post healthy tips in the break room.  Building a healthy environment will result in more healthy and happy employees.

If, after trying a few ideas and trial runs, a wellness program seems right for your business, consider the Healthy Business Bloomington Initiative to help your business promote a healthier work environment.

 Please visit www.ChamberBloomington.org for more information.

Adapted from “8 ways to Promote Wellness in the Workplace” by Lauren Lastowka

On the Road to Good Health

In February, The Greater Bloomington Chamber of Commerce, along with its Health Care Team, hosted the Healthy Business Bloomington Breakfast and Wellness Showcase. This was the third year for the event that helped to launch The Chamber’s Healthy Business Bloomington Designation program which was formulated to support the development and expansion of organizational policies conducive to healthier employee lifestyles.  At this year’s event, we were thrilled as we watch more than 125 individuals from varying sized organizations within our community discuss ways to make their businesses more healthy.

Worksite wellness programs and prevention are sound ideas whose time has definitely come. Wellness is more fun and costs far less than treating disease. Studies suggest that for every $1 invested in a worksite wellness programs, a company saves $3 to $5 in health and safety costs. Organizations that invest in wellness programs might reap the financial incentives through savings on medical care costs, disability pay, rates of absenteeism, turnover and safety problems.

But, what about a small business with 25 or less employees? Businesses of this size may be the most in need of a wellness program. Small businesses are the hardest hit by health insurance costs and often suffer more with frequent absenteeism or lack of productivity. Unlike larger businesses, small businesses owners frequently lack the resources to provide worksite wellness programs that feature such offerings as on-site fitness centers or customized on-line support – but that doesn’t mean that a wellness program can’t be implemented.

Many of our local small businesses understand the advantages of providing a wellness program and have created dynamic programs that work well within their business model.

To recognize the work and progress of our small businesses, The Chamber’s Health Care Team created a new Small Business Healthy Business Bloomington Designation application especially designed for those businesses with 25 or less employees. The new small business application was introduced at our February Healthy Business Bloomington Breakfast & Wellness Showcase and we’re excited to add more names of businesses to the growing list of those recognized with a Healthy Business Bloomington designation.

Every initiative – whether it’s a new diet or a new fitness regime – begins with a pledge to begin. To help businesses take their first steps towards a healthier workplace, The Health Care Team also created a new Worksite Wellness Pledge which includes simple steps a business pledges to implement as part of their worksite wellness program. The simple act of signing this pledge signals the beginning of the wellness process for both the organization and the employees. Signing the Worksite Wellness Pledge is a great way to jump start a health and wellness program for your employees.

The bottom line is that workplace wellness programs can and do benefit any size business — small or large. Since 82 % of the United States population is linked in some way to a worksite, and because employees spend a minimum of about 200 hours a month at work, the impact of a worksite wellness program can be far-reaching.

If you already have a worksite wellness program in place – we applaud your efforts and hope you will download a Healthy Business Bloomington Designation application. Please utilize the resources found throughout our community and at The Chamber’s website under our Healthy Business Bloomington section. If you don’t currently have a wellness program, I encourage you to take a closer look at how some simple, healthier changes can make a major difference within your organization. Please download a copy of our new Worksite Wellness Pledge and use that as your first step towards better health. Together, we will build healthier businesses and a healthier community.

Please visit: www.ChamberBloomington.org for more information.

Busy Work: The Ultimate Illusion

At some point or another, whether during our education or career, we’ve all undoubtedly come across someone in a position of leadership who is insistent upon the merits of busy work. Professors who dole out countless assignments and superiors who readily make long strings of demands both fall into this unfortunate category. What many fail to accept is that this busy work does not amount to much progress.

A mentor once told me to “work smart, not hard,” and I initially pushed the thought aside in order to do just what he was cautioning me to avoid. It seemed like such an obvious and simple concept that I automatically assumed I was already applying it to my work. It wasn’t until that night as I was mulling over the happenings of my day before bed that I finally came to a realization:  I wasn’t as “smart” as I had previously thought. I had spent my day working through tasks that could have been more easily completed by someone else. It will forever be a struggle of mine to delegate tasks to others and to further prioritize those that I am best suited to complete.

Taking on too much at once creates a sense of what John Kotter, chief innovation officer of Kotter International, calls “false urgency” in a contribution to Forbes’ website. This illusion of a critical situation is essentially a response to the stress created by an overwhelming amount of work looming in the future. We must learn to recognize legitimate urgency for what it truly is and to adjust accordingly. Too much activity is a breeding ground for anxiety, which can only lead to more substantial problems.

Some keys to working smart include:

1. Prioritize – Keep a complete list of tasks that you must complete. Even keeping track of the smallest duties can help you effectively plan your day. Try using word processing software or to-do list applications so you can easily delete and reorder items, and arrange these items in reverse order of due date. Especially crucial tasks should be highlighted and possibly moved to the top of the list.

2. Delegate – It is often horribly difficult to pass work onto others. We can only completely trust ourselves to get the job done correctly, right? While this may be true, certain tasks must be prioritized and entrusted to the care of others for the sake of time. It’s okay to keep a watchful eye out at first, but try to build trust with peers. Learn their specific strengths and make assignments accordingly.

3. Organize – An effective presentation is one that is structured and streamlined. Basically, get to the main point quickly. The minds of busy colleagues are likely to wander should you include heaps of meaningless “fluff” in your argument. Time wasted on an unorganized mess with an unclear objective can be better spent on issues that truly matter.

4. Evaluate – Take the time to step back from your projects, and ask yourself, “Is this really necessary?” Are you making progress? Is your work truly accomplishing something beneficial? By eliminating things that are irrelevant or insignificant, you can find more time in your hectic schedule to devote to what really matters. Remember, it’s okay to take shortcuts as long as you don’t let the quality of your work suffer.

In summary, keep things simple. Work smart, not hard, and never lose focus on the ultimate goal.

Adapted from, “Why Busy Work Doesn’t Work,” John Kotter, Forbes.com

 

Do Introverts Make the Best Leaders?

I have a friend that has moved quickly up the ranks of a major corporation. Despite his somewhat speedy transition to jobs with increasing responsibility, back-to-back performance reviews that hit the far exceed mark, and stellar leadership reviews from his team and customers, some of his “mentors” continue to advise him to “speak up more”. Despite a 20-year track record of successful results, my friend continues to receive this feedback which he continues to find confusing.

Okay.  It’s no secret my friend is a bit of an introvert. He doesn’t feel compelled to fill silence with small talk just to hear himself speak. Nor is he a pseudo-intellectual who wants to dazzle you with his brilliance by spouting off facts and data he memorized. He’s just a very intelligent man with a wealth of knowledge and experience that is cushioned by a strong work ethic and a warm personality. He treats people the way he wants to be treated, and understands the importance of feedback…whether it’s positive or about an area that can be improved upon.

So does this make him less than a leader?

Having been a product of the corporate world for more than 24 years, I remember all too well the colleagues with the big titles who sat at the executive table and raised their voices (loudly) to make a point. Sometimes a fist would bang or a door would be slammed as they stormed out of meetings. Often a caustic remark was interjected as the decibels increased.

I’ll give you, that kind of behavior doesn’t speak well of the corporate culture, but these were the individuals identified as the leaders or high performers. That aside:

Did this make the individual a better leader? Did they get the results they wanted? Did it help the organization move forward or enable a team member to innovate or achieve on their own? I can confidently say, “No. It did not.”

I thought of my friend, and others I have met along the way, who fall under “the curse” of being on the quiet side as I read this article. I thought I would share so that we’re all reminded that sometimes introverts make the best leaders:

There’s good reason why 40% of executives describe themselves as introverts. From broker Charles Schwab to Avon chief Andrea Jung, “innies” possess these traits of quiet leadership:

1. They think first. Even in casual conversation, leaders learn by listening. They realize that their authority alone makes them visible, so they use their calm demeanors to make a statement. Just one thoughtful comment in a meeting can move a group forward.

2. They run deep. Leaders delve into ideas. Deborah Dunsire, a physician and president of a biopharmaceutical company, schedules walk-around time. “I would say, ‘Hey, what is keeping you up at night? What are you working on? Where can we improve?’

3. They exude calm. Because they are low-key, introverted leaders project reassurance and confidence in times of crisis. One executive tells himself before networking events, “I can do anything for 30 minutes.”

4. They write it down. Comfort with the written word helps leaders explain the reasons for their actions and also documents those actions.

5. They enjoy solitude. Introverts recharge by spending time alone. Regular time-outs fuel their creativity and decision-making. During high=pressure periods, this helps them stay reflective, not reactive.

Martin Schmidler, VP at a food service company, tells his people he needs time to absorb what he learns, and he is clear on how and when he’ll get back to them. He consistently follows through.

- Adapted from “Why Introverts Can Make the Best Leaders,” Jennifer Kahnweiler, Forbes.com.

What the Heck is the Durbin Amendment…and how does it affect my business?

Joe Willett, Bloomington Area representative with Chamber member Infintech, helps to answer some questions that local business owners may have surrounding the Durbin Amendment. Although this amendment is supposed to lower fees on debit/check card transactions – there’s still a question:
Will Your Business Get 100% of the Federally Mandated Debit Card Fee Reduction?

Let’s hear from Joe:

You may have recently heard about the passing of the Durbin Amendment through Congress. The Federal Reserve recently issued its final ruling on interchange, or swipe fees on debit card transactions. In a nutshell, this amendment will force the banks to lower interchange fees on Visa & MasterCard debit/check card transactions to near nothing, but not every merchant accepting Debit Card transactions will benefit from this historic interchange fee reduction.

What’s an Interchange Fee?

An interchange fee is the charge assessed on a merchant every time you swipe your debit or credit card. The fee varies widely, depending on the card and the merchant, and is levied to offset the cost of fraud prevention and processing the transaction. Fraudulent charges on a debit card are relatively small, so they command lower swipe fees; signature cards have the largest swipe fees, since they often have the highest credit limits.

What does this amendment mean for consumers?

Banks have already factored in the loss of interchange revenue, and many are levying new fees on checking accounts, raising minimum balance requirements, and ending debit rewards programs. Credit card swipe fees account for 65 percent of the total interchange costs, so the savings from debit swipe fees are unlikely to be noticeable for consumers.

Although this law, effective October 1, is going to reduce the cost to process debit/check cards, it does not necessarily mean that savings will be passed to you as a merchant. Many processors will be the only recipient of these margins, and whether the merchant pockets the savings or if the credit card processor pockets the savings will be determined largely on the type of pricing model the credit card processor has a particular merchant set up on.

The Chamber invites  you to learn more:

To learn the facts about how the Durbin Amendment will impact your business’ bottom line, register online for a no charge webinars that Infintech is hosting that will help guide you through the complicated process of understanding the Durbin Amendment and its possible impact on your business.

Wed, Sep 21, 2011 9:00 AM – 9:30 AM EDT

Register Here!

To speak directly with the Bloomington Area Infintech Representative, Joe Willett, please call 812-568-6397 or email Joe at joe.willett@infintechllc.com

10 Management Lessons from Harry Potter – Kelley Brown/Leigh Steere

I’m a huge Harry Potter fan. I admit it.  I read all the books right alongside my two boys as they were growing up, fighting the urge to read ahead after they fell asleep. Yes – I was the “that person” who cried in the movies and, of course, at the end of the final book. So when I saw this article, I was immediately drawn in. Who knew that our beloved wizard friend could also teach us so much about management!? Thank you to author Leigh Steere (and Harry!) for these great lessons:

To conclude this summer’s Harry Potter mania, it seems fitting to study the HR implications of J.K. Rowling’s seven volumes.

Her novels explore human nature, communication dynamics, moral dilemmas, and social issues, so why not use them as a source of business inspiration?

Consider this scene from Harry Potter and the Half-Blood Prince:

Headmaster Albus Dumbledore gives Harry an urgent assignment. Harry makes one feeble attempt at completing it, but fails. He ponders other possible approaches to the task but postpones taking further action. (Sound like any employees you’ve encountered?)

Days later, Dumbledore asks Harry about his progress. After Harry describes his one measly attempt, Dumbledore sits in calm silence. He doesn’t yell or get mad. After a few moments, he simply responds, “I see. And you feel you have exerted your very best efforts in this matter? That you have exercised all of your considerable ingenuity? That you have left no depth of cunning unplumbed in your quest” to complete the assignment?

Here’s the beauty of Dumbledore’s performance management technique: By staying calm, he keeps Harry focused on performance. Managers who lose their cool miss a teaching opportunity. Why? The employee’s focus shifts away from the business at hand to managing a volatile communication.

Here are nine other business lessons from the series:

1. Recognize your prejudices. In the Potter books, we meet “squibs” (offspring who lack magical skill), “mudbloods” (witches and wizards with non-magical parents), giants, and werewolves. Various people shun them just because of their “status.” Managers: Who makes you uncomfortable? Discomfort often signals a lurking prejudice.
2. Treat people as equals, and they will give their all for you. Dobby, the house elf, blows his nose into his clothes, instead of using a tissue. Luna wears odd jewelry and rattles on about far-fetched topics that cause fellow students to label her “Loonie Lovegood.” Harry steadfastly treats them as equals. He listens to them and genuinely considers their input. Do you treat everyone as equals, regardless of their job or salary? When you do, they’ll go to the mat for you.
3. Choose competence over pedigree. Some think Hagrid’s lack of credentials should disqualify him from teaching Care of Magical Creatures, despite his clear gifting with critters.Are you passing over great candidates, because they have diplomas from community college instead of Harvard?
4. Pause before judging an employee’s potential. Neville Longbottom can’t seem to get anything right in the early books. In one class, he ends up suspended from a chandelier. Physically clumsy and lacking confidence, Neville becomes fodder for pranks and bullying. Yet he emerges as a key hero later on. Have you written off any employees as “lacking potential?” Take a second look.
5. Speak up if you see what’s holding an employee back. Neville is extremely gifted in herbology. But his grandmother thinks working with plants is a “soft” occupation and actively steers him toward another career. He begins succeeding when Professor McGonagle encourages him to play to his strengths instead of his grandmother’s whims. Millennials with helicopter parents may be marching to mom’s and dad’s rotors. Help young workers break the tether and find their own flight path.
6. Avoid saying “shut up and follow the rules.” That’s oppression, not leadership.Dolores Umbridge shows what happens when you saddle people with layers of regulations. Some lose their motivation, psychologically “check out,” and continue plodding along with their heads hung low. Others rebel in disruptive ways. The Weasley twins’ exit in Book 5 is breathtaking. Are your employees plotting dramatic departures?
7. Be humble enough to change your mind publicly. Harry Potter has many reasons to hate Severus Snape, who constantly makes disparaging remarks about the young wizard. But in the end, Potter gets new information that reshapes his thinking. Harry names his second child Albus Severus Potter in the ultimate public reversal of sentiment. Managers: willingness to admit mistakes builds workplace trust and respect.
8. Foster collaboration. Discourage “lone cowboy” mentality. Harry and Ron would not have survived without Hermione’s textbook knowledge. None of them would have made it without help from Aberforth, Order of the Phoenix, and Dumbledore’s Army. Does your organization reward prima donnas or great team players?
9. Break the elder wand. Power corrupts. Succeeding in business isn’t about collecting power. It’s about serving others and improving the world in some way. How are you personally making a difference in the workplace?