Archive | March, 2007

Take Our Daughters And Sons To Work Day Is April 26

by on March 5, 2007 in Career

In the Bailey home, Take Our Daughters and Sons To Work Day has established itself as an annual tradition. For at least three or four months, Leah (age eight) has been asking me when our “Daddy/Daughter Work Day” is this year and if we’ll be able to do it again. The answer, of course, is, “Absolutely!” Katie, my youngest, is quickly closing in on five years old and is starting to ask when she’ll be able to do this, as well. I’ll probably schedule a shorter day with her later in the summer.

There are a few reasons for it’s popularity. One is that it’s a special daddy-only time which is important since I’m not as available to them as their mom during the day. Two is that it’s an intentionally fun day spent outside of school. Three is that it’s a chance to see and experience a world they only hear about.

What do I get out of it? Quite a lot. It’s a chance to share in my daughters’ excitement of spending time together in a unique way. Also, when I get to share my work experience with my them, it helps me crystallize my own sense of whether work is meaningful or not. It’s hard to fake fulfillment in soulless work and for me the whole purpose of the day is to encourage them to think about finding work that’s fulfilling for them. Anyway, kids can sense those sorts of lies and ask the most honest and pointed questions that drill down to the heart of our own work. Interesting how our children can help coaches us without even knowing it.

Wondering what you can do to make it a fulfilling and enjoyable day for both you and your child? The folks who manage the day, Ms. Foundation For Women, have some tips and provide a sample day on their website.

Start by contacting your child’s teacher and see if she or he has anything planned surrounding the day. If they don’t know about Take Our Daughters And Sons To Work Day, then introduce them to the concept and ask whether they’d be interested in learning more. Don’t be afraid to track the principal down and do the same for them. Make sure they understand that it’s not just an excused absence from school, but an experiential learning day.

Next, check and see if your workplace has anything planned for the day. Some companies have some structured activities planned, which is great to find that type of buy-in. And if not, talk to the folks in human resources, and again, emphasize the importance of sponsoring workshops or other events. If you don’t find any sympathetic ears, don’t fret…just do it anyway and plan things on your own. This is what I had to do in my last two organizations.

Need some help building activities? Here’s a listing along with pdf worksheets and an interactive online activity.

I’m interested in learning if anyone else has plans for April 27 and what you’re doing. Bring your ideas and questions to the WorkPlay community.

Mentors Are Everywhere

by on March 1, 2007 in Career

Even though I’m technically out of the non-profit association world, I still like to check in frequently with friends and other folks who keep this vital area of our working world moving. Over at the association for association professionals (ASAE) they have a blog called Acronym. To work in associations is to understand why this particular blog name is rather clever and playful.

A couple of days ago, Lisa Junker noted an interview with Howard Gardner in the March 2007 Harvard Business Review where he talks about the influence of an anti-mentor. Gardner describes anti-mentors as “potential role models who had been unkind to their employees or who had shown behavior that others would not want to emulate.”

Lisa writes:

This struck a chord with me, and as I consider the idea, I’m surprised to realize how much of my personal management style has been shaped not by the good examples but by the bad ones. Many things I strive to do as a manager—like moving heaven and earth to do a review on time, or providing constructive feedback immediately when needed (in a private setting) instead of letting issues fester, to give just two examples—came about because I’ve seen the atmosphere that can be created when these basic things don’t happen.

Which prompted Lisa to ask: “What lessons can you thank your anti-mentors for?”

There’s quite a lot to consider in her question. The first is that, as employees, we are capable of being grateful for the examples of lousy management. Within that, there’s a certain release that from being in a less-than-optimal professional relationship. And we also gain a greater sense of control when we can acknowledge our own learning in these situations. This doesn’t excuse shoddy management practices and certainly nothing that creates toxic work environments, but by taking time to consider how situations of anti-mentorship are contributing to our own growth, we can turn some of this pain and discomfort to our own advantage. If nothing else, it teaches us we need to get the hell out of that organization as fast as humanly possible.

I also realize that it’s not quite as easy to throw my former managers and colleagues into the two separate buckets of mentors and anti-mentors. Each of them have their strengths as well as their flaws – all of which have contributed to my own practice of being a manager and leader. In our not quite so black and white world, it seems more appropriate to consider our past managers as human beings who have a mixed bag of qualities.

And rather than thinking we have to have it all together before we can possibly mentor someone, John West encourages us to just do it and do it now.