Simma Lieberman's Inclusion Blog

Technology + Workaholism = No Life

2009-11-12T22:34:00.000-08:00

Technology + Workaholism = No Life

A journalist called me today to ask whether technology helped or hindered life/work balance. She said that she had spoken to several people who told her that “smart phones,” “Skype,” smaller laptops etc. just furthered their workaholic behavior, and that they had even less of a personal life because they were always connected.

Is it the fault of technology or the fault of the person using it? If your whole life is your work, then you’ll use your technology to keep yourself busy, and not take time to enjoy your friends, family or personal life.

If having a well-integrated life is important to you, you’ll find ways to use technology to your benefit. Instead of being in your office waiting for that one important email, or having to go into work when you don’t feel well, you can take your smart phone with you to the movies, or to an event and check it periodically for that email. You can bring your laptop with you, and use technology for video conferencing when you need to stay at home and rest.

Carve out time when you won’t check email, answer the phone, or just be available. It’s up to you if you want to be at everyone else’s beck and call. Don’t blame your cell phone.

The Workplace as Community/ real inclusion

2009-10-29T22:10:00.000-07:00

Why are there still employers who treat their employees like disposable napkins?

Organizations that are successful now and will be successful in the future will create "the workplace as community."

Most people have a need to feel part of something that is more than just themselves. When workplace cultures are inclusive and employees at every level think their work has meaning, that what they do is more than the activity, there is a greater sense of community while they are work.

They are more creative, empowered and motivated to be successful personally and to help their organizations be more successful.

When employees are treated as though they have no value and are just there to do a job, they lose their motivation, and just do their job with no relation to the overall mission or objectives of the organization. They work in their own private silos and can't wait for the end of their workday.

Treating Your Employees Like Honored Guests = Outstanding Customer Service = Business Success

2009-10-29T22:09:00.000-07:00

Treating Your Employees Like Honored Guests = Outstanding Customer Service = Business Success

Chip Conley, founder and CEO of Joie de Vivre, the largest group of boutique hotels in California, believes in treating his employees like honored guests. He knows that in turn they’ll provide the kind of extraordinary customer service that will guarantee return business, and recommendations to friends, family and colleagues.

I had just read his book, “Peak: How Great Companies Get Their Mojo from Maslow,” and was curious to see if he was really as passionate about his work and his employees as he sounded in his book. I soon discovered that his passion was exponential and contagious.

While many organizations have cut back on employee benefits, appreciation programs and teambuilding events that increase fun at work, Chip refuses to do that. He says. “Happy employees equal better workplaces which equals increased profit.

After working with us for three years, salaried employees get one-month paid sabbaticals.

All employees and their families are given two free nights per quarter at any Joie de Vivre Hotel. If they choose not to use their nights during any quarter, they can bank them for a longer stay.

Employees also get discounts on massages and spa services, and can take any of the lifestyle class that Joie de Vivre offers which include; learning a new language, how to cook a Thanksgiving turkey, and how to have a more balanced life.”

As I spoke with him at one of his properties, Hotel Vitale, I could see and hear the love he had for his work, and the value he placed on all of his employees feeling included and experiencing the joy of life.

When I asked him how he maintained his own life balance he replied, “I’m energized because I’ve been living my calling. I love coming to work. I take vacations, make use of our spa services, and practice yoga and meditation.”

Conley went on to say, “Every day I affirm that as I surrender, more love comes to me. I’ve learned that I can’t do everything, and that I need to let go of things I can’t control.”

He has also learned to be “off the clock,” and even have no e-mail Fridays, which for many of us would be worse than withdrawing from the most addictive drug.

“I named my company Joie de Vivre because I wanted to find more joy in my life.”

From what I’ve observed, he has.

Want to Combat Workaholism? Stop doing it!

2009-09-30T18:18:00.000-07:00

1- Senior leaders need to set an example and develop a culture of life/work balance as opposed to workaholism.

2- Focus on outcomes at work as opposed to how many hours you put in.

3.-Stop rewarding people for how many hours they put in at work. Keep a record of what you do all day for a week and you will see that a lot of time involved in workaholic activities can be reduced.

4 Chart activities you enjoy and can engage in instead of working all the time.

5- Learn to let go of things that can't be controlled and control what you can which will give you more time in the day to engage in activities you enjoy.

6- Use self-talk to stop over identification with work.

7- If you create an environment where employees are appreciated and feel included, they will be more motivated to participate, share their talents and skills and reduce your workload.

What Oracle and Sun Microsystems Need to Do to Prevent Buy-out Stress

2009-09-17T22:29:00.000-07:00

As an organizational development consultant, I have worked with several organizations that have either merged, or where one has bought the other. Based on best practices and mistakes I’ve experienced with clients I offer
seven ways for Oracle and Sun Microsystems to reduce stress amongst their employees. Some of them may already be in process.
1- Recognize that no matter how great their employee reduction packages are, leaving will still be extremely stressful.
2- Provide up to date information on the change process to employees. There is always anxiety when organizations merge, or one buys the other. The more correct information people have, the more they feel in control of their situation, even if they have no influence over events.
3- Be aware of rumors and misinformation, and stop them before they spread.
4- Create an environment where managers and employees have direct communication and managers are visible. Provide opportunities for people to talk with managers and each other.
5- Recognize and accept that there are two distinct cultures involved.
6- Stay away from focusing on how you think employees should react and focus on how they are reacting,
7- Identify specific cultural differences and how they will impact both organizations.
8- Develop and implement a process so that employees understand specific differences in culture.
9- Determine what adjustments employees need to make in order to be even more successful.
10- View this as a diversity and inclusion issue and provide tools to employees so they can leverage the differences and find commonalities.

Are You Creating an Environment for Success?

2009-09-11T22:46:00.000-07:00

One of my executive coaching clients told me she thought she intimidated her employees. They didn’t ask many questions and were somewhat reluctant to tell her about their mistakes or failures. She hadn’t heard any new ideas in months even though she had installed an anonymous suggestion box.

As I continued to delve deeper into the situation, I found out that she rarely asked her employees any questions or solicited feedback. She was quick to criticize, give orders and micromanaged “important projects.”

The president of her organization referred her to me because she was a high potential, extremely bright, fast rising star. He was impressed with her ability to think strategically about business growth, but felt she lacked the skill and experience that was needed to fully engage her employees.

As I continued to work with Angela, I discovered that she was had her own fears. Angela was worried that if she didn’t micromanage, there would be errors and she would be held accountable. She really wanted to have a smooth career path “to the top.” She hadn’t been asking for feedback or ideas from employees because there was a concern that there would be a deluge of participation and she would lose control.

Because of her fear of letting go, she was actually losing control of her career.

Once she made these realizations she was ready to become a leader. We created a process that enabled her to connect with her employees and start to change the culture in her organization to be more inclusive of new ideas and different work styles. Employees feel more included, and have a deeper relationship with the business. She has begun to develop a workplace community where people are more willing to participate, and contribute new ideas and innovation.

In order to create an inclusive environment where people can do their best work and enjoy what they do, leaders need to listen and allow employees to make mistakes and to also succeed.

The Myths and Realities of Four Generations in the Workplace

2009-09-02T03:59:00.000-07:00

I’ve been designing a new workshop on “The Myths and Realities of Four Generations in the Workplace.”

I’ve observed a tendency in some organizations, and by some authors on generation differences, to categorize and stereotype people based on the years they were born. I’ve come to realize that while each generation has been impacted by events and experiences as they were growing up, not everyone in each generation has been impacted in the same way.

It’s most important to understand people’s concerns about inclusion and exclusion and break through assumptions and biases.

I’ve conducted extensive interviews with members of each generation and found common themes. Everyone wants to feel valued and respected for what they bring to the workplace.

Older employees worry about being considered “over the hill,” or irrelevant. Younger employees are concerned that their skills and experiences will be considered trivial or not valid.

If you want employees to feel included, engaged and to contribute to your organizations and their own success, you need to take three key steps:
1- Identify what motivates them
2- Identify their concerns and performance roadblocks and take action to help them breakthrough those obstacles
3- Learn about their generation’s cultural norms, demonstrate flexibility in how to achieve objectives, and focus on outcomes, rather than insisting they do it your way.

Young employees are more likely to achieve objective using newer technology, while older employees may be more likely to achieve objectives through face-to-face contact. And remember there is always the possibility that the opposite may be true, so take the time to listen and observe. People over 65 created computer technology and younger employees created “tweet ups,” bringing people who use twitter together in one place and forming new interpersonal relationships.

You can create opportunities for employees of different generations to interact with each other to share information, best practices and develop new solutions that will result in improved performance and increased profit.

Why I Would Hate a Staycation

2009-08-21T16:27:00.000-07:00

“Staycations” are a myth and waste of time for entrepreneurs and business leaders.

In case you’re wondering what a staycation is, here is a definition from Wikipedia.

“A staycation (or stay-cation, or stacation, or staykation) is a neologism for a period of time in which an individual or family stays at home and relaxes at home or takes day trips from their home to area attractions.”

Telling me to say at home and have a staycation is like telling me to sit at my computer and not check the news or email for eight hours. Impossible! I can just imagine telling my 15 year old son that we are on a staycation for a week, and explaining that it was a form of vacation and we were going to spend the week going to local museums, not answer the phone, no texting and no World of Warcraft. He would wonder what heinous crime he had committed to be punished like that.

As a business owner, it’s hard for me to imagine shutting my phone off, no email and no business transactions for a week, even though I’m in my home and haven’t really gone anywhere. That staycation would become a “stresscation.” I don’t know who would run away first, my son or me.

I suppose I had a staycation of sorts last year. I was hit by a car and stuck on my couch for several months. It was grueling.

I’m not saying that staycations are not good for some people, I’m just saying that for a business owner or business leader it wouldn’t be the most relaxing time.

Having a good life/work balance means that we’re able to be present in all aspects of our lives, and know how to eliminate, reduce or manage stressors.

For some people it may mean that they go away on vacation and set up a specific hour a day to answer email, and take care of any other necessary business. It also means that the rest of the time they can relax at the beach, sit by the pool or do nothing.

I once went on a vacation to Hawaii with a friend who couldn’t leave the hotel because she was afraid of missing a call or email. I set up a time every day when I would do that. My friend ended up stressed. She was never quite able to relax. I had a wonderful time and came back relaxed, calm and looking ten years younger.

If I took a staycation with my son, it would mean we’d have to leave the house at 6:00 AM, and use flashlights instead of electric lights to keep neighbors and friends from knowing we’re in town. We’d have to keep the blinds closed and live in fear of being found out. What would we do if friends asked to see photos and video from the vacation? We’d have to admit that we never went anywhere and just didn’t want to see them.

Every year I go to a camp in the Yosemite Mountains. There is no email and only pay phones. That’s the time when I have my assistant take care of my email, phone calls and other business. Of course I worry at first that I’ll miss something big, or think that only I can deal with a particular email or call. I catch myself ruminating, take a deep breath, remind myself that I trust my assistant and let go.

I do have to confess that I buy a phone card and every few days I use it at night to check messages, which I can do nothing about. There was another time when I went to the mountains and in the midst of writing a report for a client that was due in two days.
I didn’t want to change my plans. I finished the report while in Yosemite and since we had no Internet or cell phone service in the mountains, I drove around with my laptop open to every campground and lodge until I found an open network. I pressed send, let go and went swimming.

Having just come back from a three-week vacation in London, Nice and New York feeling renewed, I know a staycation would never work for me. I’d end up more stressed than I was before.

Is Your Organization Being Sabotaged by Gossip?

2009-08-10T23:08:00.000-07:00

How to handle the backstabber in your organization:

1- As an individual- Use the words "Why" or "How" When someone is being a jerk or a gossip, instead of reacting, ask them why they are telling you, or why they are doing what they're doing or How will this information help us with our work.. It is important to not ask in any kind of hostile manner. Use a conversational tone. After a while that person will stop acting that way with you, because they won't be getting the result or response they want.

2- As a manager, hold a team building meeting, and ask the group what they need in order to work together and be more successful. Trust will always be a big one. Ask people to describe what trust or respect looks like and what the obstacles to trust and respect are. Invariably, someone will bring up gossip, being bossy, derision, etc. Then the group has to discuss what they can do to eliminate those things. It will put those behaviours in the teams consciousness which will make it very difficult for gossip, rumor mongering, etc, and more likely that the villain will be challenged, and without an audience they will stop, change or leave.

3- Organization- Create a culture that does not support those behaviors through cultural norms, and awareness of how those behaviors are obstacles to achieving the mission. Document observed villain behaviors, and consequences and have a one on one meeting with the villain.

Are You Preparing for the Economic Upswing or is Your Customer Service in Recession?

2009-08-05T21:19:00.000-07:00

Are You Preparing for the Economic Upswing or is Your Customer Service in Recession?

While some shortsighted organizations have cut back on customer service there are others who continue to create the kind of extraordinary experiences for their customers that ensures repeat business.

One of those organizations that is a leader in personal customer care is the Kimpton Hotels and Restaurant Group.
When you walk into a Kimpton property, staff immediately welcomes you. It’s more than just a cheery hello. They welcome you as though you are the most important guest and that they are there to personally assist only you.

I asked the COO Niki Leondakis how they are able to provide such personal service for their guests in today's economy and budget tightening.” We’re aware that many of our guests may be under extra stress right now so we have provided employees with special training on customer stress. They can help guests be as relaxed and comfortable as possible,” she told me.

I had to know how it was possible for staff to be so focused on guests when they were feeling pressured to do more with less. Niki told me that all of the employees had been trained in stress management and knew that they could talk about any issue and get support. We constantly go back to our core values and much we value our employees.”

“Our philosophy is that personal care regarding stress and customer service starts with the employees.
All of our employees are encouraged to take any class offered, which includes one on life/work balance.”

She also let me know that Kimpton leadership consistently communicates with their employees so that they feel empowered and engaged. They even tell them when they don’t know.

In my consulting practice I hear from too many employees that they are extremely stressed and anxious about their future, because senior managers stay in their office silos and don’t communicate and share information. In the absence of information, rumors of doom spread throughout the organization. Employees get more anxious and stressed, which negatively impacts their ability to focus on customer needs.

People may not be traveling as much now and business is down in the hospitality industry. The economy will improve and business and recreational travel will increase.

The Kimpton Hotels and Restaurant Group is still opening new hotels, taking care of guests and providing them with extraordinary service. Their guests will continue to return, tell people they know, share their experience on Twitter, Facebook, and Linked-In et al. The Kimpton Hotels and Restaurant Group will flourish. They’re ready for the economic upswing.

Are you losing customers to your competition because you’ve skimped on employee appreciation and customer service? Now is the time to develop and implement a strategy to take care of your customers and your employees so you can prepare for your economic upswing.

Is it Racist to Talk About Race? Is Glenn Beck Really Out of His Mind?

2009-07-29T14:35:00.000-07:00

Is it Racist to Talk About Race? Is Glenn Beck Really Out of His Mind?

Well, Glenn Beck on Fox News seems to think it is. He says that Obama is a “racist.”

I don’t think Obama should have commented on the Gates arrest until he had all the information. That was a mistake. Does that make him a “racist?”

I’ve written before about other situations where someone might have said or done something inappropriate and offended another person based on their race, gender or. sexual orientation and that didn’t make them a racist, homophobe, sexist pig, etc.

One action, or one comment unless it is either part of a deliberate pattern should not, and does not define the whole person. Obama even said he didn’t know if race played any part in the arrest, but it doesn’t sound like Glenn Beck and his cohorts chose to hear that.

I’ve even heard it said that Obama was arrogant and condescending when he remarked that this could be a teachable moment. I think it can be and is already starting to be a teachable moment with Obama, Crowley and Gates getting ready to sit down together and talk about what happened.

I have to wonder why Glenn Beck and his ilk feel so threatened any time someone mentions their own race or ethnic group. It is the same “ignoratic” thinking that claimed Sonia Sotomayor was a “racist,” when she spoke about being Hispanic or that the organization, La Raza, (which has helped many Hispanic people achieve success) is equivalent to the KKK.

It seems like anytime Obama mentions race or is involved in anything that is even slightly about race, “he is a racist,” according to the leadership of their own “ignoracacy”.

I have been working for over 25 years in the field of diversity and inclusion, facilitated numerous dialogues amongst people from different groups and helped develop relationships and understanding where there had only been distrust and assumptions.

I’m even known as “The Inclusionist,” and consider myself an expert on this topic. I’ve found that in order to become more inclusive, further the ideals of democracy, and continue to be the great country we are, we need to not be afraid to address issues of race, acknowledge our own cultural backgrounds and share experiences. We also need to be willing to listen to each other and not discount each other’s history.

If we are going to use the Gates/Crowley incident as a way of moving forward and increasing trust amongst people who are different, we have open dialogue without name calling, second guessing and over identification.

Glenn Beck and his cadre appear to only want to exploit this issue for their own political, or ratings benefit, stoke the fires of discord and bring every other wacko out to play.

I couldn’t believe that these so-called “birther,” people who make their claims about Obama’s citizenship had even graduated kindergarten, and now with Beck et al claiming that Obama is a racist I can only wonder whether someone put LSD in their food to foment these delusions or whether someone put LSD in my food to believe people are actually given radio and television time to spread so much hate and ignorance.

Is it Racist to Talk About Race? Is Glenn Beck Really Out of His Mind?
Well, Glenn Beck on Fox News seems to think it is. He says that Obama is a “racist.”

I don’t think Obama should have commented on the Gates arrest until he had all the information. That was a mistake. Does that make him a “racist?”

I’ve written before about other situations where someone might have said or done something inappropriate and offended another person based on their race, gender or. sexual orientation and that didn’t make them a racist, homophobe, sexist pig, etc.

One action, or one comment unless it is either part of a deliberate pattern should not, and does not define the whole person. Obama even said he didn’t know if race played any part in the arrest, but it doesn’t sound like Glenn Beck and his cohorts chose to hear that.

I’ve even heard it said that Obama was arrogant and condescending when he remarked that this could be a teachable moment. I think it can be and is already starting to be a teachable moment with Obama, Crowley and Gates getting ready to sit down together and talk about what happened.

I have to wonder why Glenn Beck and his ilk feel so threatened any time someone mentions their own race or ethnic group. It is the same “ignoratic” thinking that claimed Sonia Sotomayor was a “racist,” when she spoke about being Hispanic or that the organization, La Raza, (which has helped many Hispanic people achieve success) is equivalent to the KKK.

It seems like anytime Obama mentions race or is involved in anything that is even slightly about race, “he is a racist,” according to the leadership of their own “ignoracacy”.

I have been working for over 25 years in the field of diversity and inclusion, facilitated numerous dialogues amongst people from different groups and helped develop relationships and understanding where there had only been distrust and assumptions.

I’m even known as “The Inclusionist,” and consider myself an expert on this topic. I’ve found that in order to become more inclusive, further the ideals of democracy, and continue to be the great country we are, we need to not be afraid to address issues of race, acknowledge our own cultural backgrounds and share experiences. We also need to be willing to listen to each other and not discount each other’s history.

If we are going to use the Gates/Crowley incident as a way of moving forward and increasing trust amongst people who are different, we have open dialogue without name calling, second guessing and over identification.

Glenn Beck and his cadre appear to only want to exploit this issue for their own political, or ratings benefit, stoke the fires of discord and bring every other wacko out to play.

I couldn’t believe that these so-called “birther,” people who make their claims about Obama’s citizenship had even graduated kindergarten, and now with Beck et al claiming that Obama is a racist I can only wonder whether someone put LSD in their food to foment these delusions or whether someone put LSD in my food to believe people are actually given radio and television time to spread so much hate and ignorance.

How Do We Tell the Employees About The Inclusion/Culture Change Initative

2009-07-23T18:01:00.000-07:00

Some employers seem to think that just because they decide to create a more inclusive culture, employee behavior will change overnight. When there is no great immediate change, they complain that their inclusion/culture change initiative is a waste of time and money. So they hire someone who is either Black, Latino, Asian, Female, LGBT or a mixture of those categories and think that's all they have to do.

But! Nothing changes. No improved performance, people don't communicate any better, and everyone stays in their silo.

Some of you may know this but it may be news to others. Hiring a few people who are visibly different from the majority of senior leaders, does not constitute culture change.

The first step for senior leaders is to create a vision and strategy that includes everyone. Analyze your workforce to determine how you will market your diversity and inclusion/culture change initiative, so that employees will understand what is in it for them, how they will benefit, and develop a communication process to get the information to every level.

Speaking the International Language of Nintendo

2009-07-18T01:15:00.000-07:00

I recently returned from a three-week vacation with my 15-year-old son. We went to London, Cannes, Italy and New York.

As “The Inclusionist,” I keep my eyes and ears open for inclusion opportunities and challenges. I loved traveling with my son, but I was also aware of some of our generation differences, and how those differences impacted our activities.

I decided that I would use some of my diversity and inclusion skills so that I wouldn’t make my son “wrong,” when he didn’t want to do what I wanted to do, I’m always happy when I uses those skills in my own life and they work. In this case I decided to be open, listen and be willing to change my perceptions which is what I emphasize in my cross generational dialogues.

Of course this was somewhat different since it was my son, and not someone with whom I work. We were both willing to compromise, although he did tell me that calling people on the phone was for “old people,” since no on does that anymore. “Texting is the only way.”

Together we enjoyed the British museum and the Tate Modern in London. After spending two hours wandering around the Tate Modern, I wanted to go to one of the featured exhibits. My son, on the other hand said he was tired and wanted to leave. He noticed that there was a book for sale that had all the art from the special exhibit. Our compromise solution was to buy the book, and skip the exhibit. (His idea) It could have been a tug of war but discussing our wants and needs and working out a way to meet both worked and we were both satisfied with the compromise.

Since I am “the Inclusionist,” I wanted to experience all of the cultures in deep meaningful ways, and show my respect for different ways of doing things. My son, on the other hand, was not encumbered with “relating on that multi-cultural level.” He spoke the same language of most of the younger people we met, “the language of Nintendo,” “Play station and Xbox 360.” While I was asking diversity curious questions he was busy staying up all night with people he met, playing Mario Cart and World of War craft.

Good diversity and inclusion lesson- There are many ways of interacting with people from different cultures. While we may not speak the same verbal language, we may speak the same language in other ways. It may take a day, a week or a month to get comfortable around differences, or it may take a Nintendo DS or just a video game to break through a cultural barrier and become comfortable in five seconds.

Diversity Means Having Multiple Identities

2009-06-09T09:46:00.000-07:00

Two examples of ignoracacy thinking:

When some people "act" threatened almost any time someone they disagree with addresses their own identity or even mentions being "Jewish, African-American, Hispanic, gay, etc.. or talks about how their experience has influenced their perceptions. Ex. Limbaugh calling Sotomayer a racist and a bigot. It's gotten ridiculous. And calling the organization "La Raza," an Hispanic KKK, despite the fact that is has corporate support from 'Liberal and conservative" businesses. They use someone's background identity as a reason to say they aren't qualified.

When someone thinks that everyone who shares one of their identities is always right, can't do "no wrong," and is incapable of committing heinous crimes. Any attempt to investigate to determine "guilt or innocence," is labeled being against a whole group. They assume that all people from their particular identity group think like they do, or should and that no one from their group is biased towards any other groups which is a bias in itself. They also only think of themselves in only one dimension.

Neither group takes the time to look at the multiple identities we all have, and acknowledge commonalities and difference as individuals. To me they both sound like they are saying that cultural differences are genetic rather than experiential. Ex. I have a black friend who was born and raised in Guatamala, and is constantly told she should call herself African-American and just doesn't want to admit who she is.

If we are conscious of how our backgrounds impact our perceptions, it can help us break through some of our biases and understand that there can be more than one way of doing something, or that we may be wrong.

Life Work Balance Expert Knocked Off Balance

2009-05-28T17:35:00.000-07:00

I write about life work balance. I meditate, exercise, listen to music and work on letting go of things i can't control. But sometimes there are those days when I wish I had a do over day.

I'm working on an article that's due tomorrow. I waited too long to get started because I had other deadlines. The pressure is mounting and I'm doing my breathing exercises to get some "inner peace."

I'm also planning a trip to the UK and France at the end of next month with my teenage son, and I'm looking for business opportunities while I'm there. One of my colleagues in the UK has so graciously volunteered his time (UK evening) to give me some ideas and I'm looking forward to talking.

I'm working on my article and thinking that I'm doing well time wise with no minutes to spare, when my phone rings. I hadn't answered the phone all day so i could focus but I see on the caller ID it is my son's school. I pick up the phone and a I hear "this is the school nurse. Avi had an accident. He has a bad cut on his finger" (I'm thinking, ok put a band aid on it, thanks for letting me know,) and then "he may have broken it. Would you come pick him up?"

I go pick him up thinking i'll be back for my phone call and I'll have to work a little later on my article. When I get there, his finger is in a splint, he's in pain and I know we need to go to the doctor. I forget about my call and everything else, and we're on our way to the doctor.

I have to admit that for a little while I was thinking that maybe I could get my work done and take him later to the doctor, and get my phone call. I had to get over that and bring myself back to "mother earth," and be an "earth mother."

We find out that his finger is not broken. Good news, although he's still in a lot of pain.

I've missed my phone call, my article will be late and now I have to help my son type his ten page paper that is due tomorrow.

I'm feeling very off balance. I remember the skills I teach other people. I take some deep breaths to focus on what i need to do now which is be with my son, and I tell myself that I'm not always in control of events and this was certainly one of them. I look at my son and I'm grateful I have him and that his finger's not broken.

I go downstairs and sit down in front of his computer and tell him to start dictating.

Success of Simma's Generational Cross-Mentoring Program Featured in HRO

2009-05-27T12:38:00.000-07:00

Simma was interviewed for a recent Human Resources Online article, "Bridging the Generational Techno-Divide". The author investigated the ongoing challenge that many companies have in building trustful, constructive relationships between employees across the generational spectrum. According to the article, companies large and small are struggling to overcome the wide gap in new technology skills that exists between older employees of the Baby Boomer generation and their Generation Y counterparts.

This was a major issue at a large company that Simma consulted for, and she was able to improve knowledge transfer between the two employee groups through the development of a program that encourages back and forth mentoring between Boomer and Gen Y employees. The program is described in greater detail in the HRO article.

"The boomer managers were going to be retiring and the younger employees needed their knowledge, but the groups were really afraid of each other," she says. "The older employees were afraid they were going to be made prematurely irrelevant, while the Gen Yers were afraid the older people weren't listening to them."

With Lieberman's assistance, the company created a "cross-mentoring" program in which the boomers created a process for transferring knowledge to the Gen Yers, while the Yers taught the boomers how to use technology to get their work done faster.

"Each group taught the other about generational differences," she says.

You can read more about Cross-Generational Communication here.

Simma encourages municipalities to do a better job at fighting hate crimes

2009-05-19T18:37:00.000-07:00

The Orlando Sentinel recently quoted Simma in an editorial arguing that Florida and many other states aren't doing enough to combat a rise in hate crimes. According to the piece, the number of hate groups in the United States (926) jumped 4 percent last year and is up over 50 percent in the last decade. In the quote, Simma made it clear that the onus is on municipalities to protect minority groups during this rise in extremism.

Local municipalities must take stock of what measures are in place within their walls to counter hate and "set an example, create an environment where people are comfortable discussing those issues and constituents are comfortable bringing those issues to them"

Learn more about the recent rise and threat of hate groups in the United States by viewing the Southern Poverty Law Center's fascinating Hate Groups Map.

Simma has also written several articles on diversity and the importance of integrating minority groups into the workplace including the following titles:

Diversity Question: Are Liberal Women Less Attractive Than Conservative Women?

2009-04-26T22:01:00.000-07:00

Conservative women are more attractive than liberal women who are angry and bad dressers. I couldn't believe that this was a topic on a conservative radio show today.

A caller to the show "Ask the Rabbi," or something like that with Rabbi Lapin on KSFO made that observation. I'd never listened to the show but as I changing channels, I heard someone say "I'm your rabbi," to a caller. Hmm, I thought, this might be an interesting show.

The male caller asked the Rabbi why liberal women were so unattractive. (Probably he just couldn't get a date.) I wondered how the Rabbi would respond to this clown. What a shocker! The Rabbi not only agreed with this caller but went on to say that he speaks at colleges across the country, and noticed how beautiful women in Christian and LDS colleges were and how homely women at Harvard and Yale are. I could only imagine what these two judges of women's beauty and goodness must be like. Scary!

I like to listen to different perspectives which is part of what diversity and inclusion is all about. I 'd be a hypocrite as a diversity consultant if I didn't, but this was outrageously stupid. It is also an example why curiosity about diversity, is important. It's all too common for people to judge others based on looks. The Susan Boyle story attests to that.

The radio show brought up three diversity issues for me.
1- Who sets the standard for what is attractive? Am I wrong if I find someone attractive that someone else doesn't? There is an old episode of "Twilight Zone," called "Beauty is in the Eye of the Beholder." I encourage everyone to see it if you haven't.

2- There is a danger in making assumptions about people and how they think and act, by how they look.

3- It is narrow minded, ignorant, and one dimensional thinking to judge the goodness of people based on how you perceive their political thinking.

3-As a critical thinker, and consultant in diversity I have learned that people are much more complex that a label of liberal or conservative.

I thought that any minute the Rabbi would say that he was broadcasting from the "Bizarro World,) but that never happened and
I switched to CD and put on some good music.

Preparing for a Lay-off; don't get taken by surprise

2009-03-30T15:08:00.000-07:00

Here are two scenarios for lay-offs and two strategies for each one. You need to be prepared for both.

1- A lay-off is imminent, but not everyone will be let go. Employees in this situation need to identify what you can do to make themselves indispensable and demonstrate the unique value that you bring to the organization, so that when the decision is made, your name will not be on the lay-off list. Volunteer to do extra work on a project that will be seen by senior management, and where you can demonstrate your unique skills and experience.

Involve yourself in projects where it will be appropriate to keep in contact and develop relationships with decision makers. In some situations it may be more difficult for senior leaders to lay off people they know and with whom they have developed relationships.

2- Be prepared to lose your job. Develop a plan to take care of yourself mentally, physically, and emotionally. See a financial counselor, and make a budget. Assess your assets, and as hard as it is stay in contact with colleagues. Let people know your situation and ask them to keep their ears and eyes open for opportunities. Talk to your family so that you don't feel totally alone. Start developing new relationships with decision makers in other companies. It is important that as bad as things get, you don't isolate.

Stop Stress From Bankrupting Your Life!

2009-03-11T12:36:00.000-07:00

Stop Stress Related Bankruptcy

300 Billion Dollars a Year!

According to the American Psychological Association that is what stress is costing businesses in the USA
Be it loss of productivity, absenteeism, turnover or increased medical costs, stress is clearly expensive to organizations.

What's more, stress is costly to individuals. This same study by the APA shows that 80% of Americans currently cite money and the state of the economy as their top two sources of stress.

If you want to stop stress from bankrupting you, read on. This article is dedicated to helping individuals more effectively manage stress at home and in the workplace.

Stress Sucks!
It literally sucks the energy, motivation and spirit from us. The personal effect of all this stress cause physical symptoms that include: headache, backache, tight neck and shoulders, high blood pressure and ulcers, and emotional symptoms like sadness, anxiety, depression, anger and irritability. You can find yourself getting irritated and upset over the smallest incident or innocuous comment.

Are you a stress breeder?
Stress is contagious and can impact everyone around us. Stress can impede the ability to focus on the job and cause us to take longer to finish projects or meet deadlines. Stress creates tension in relationships and interferes with communication and mutual support. Just when your friends and co-workers need to support each other the most, you get too stressed to talk.

One Person's Stress is Another Person's Relaxation
People react to events, other people and situations in different ways. What may be stressful to one person may not bother another and what makes one person feel relaxed and in control may not work for someone else. Just telling someone to relax and insisting they enjoy what you do can be more stressful. If your friends go white water rafting for relaxation and you don’t know how to swim, don’t accept that invitation. At the same time be ready and willing to try new ways to enjoy yourself.

Stress on Steroids
If you are a leader or executive in your organization you not only have your own stress, but you also have to make decisions that impact your employees. That can keep you up all night and obsess all day. When you learn to manage your own stress, you help create a less stressful environment for your employees.

Don't Just Stress Out, Do Something and Sometimes Do Nothing!

Here are some ways to reduce your stress level and not be a stressor to other people.

• Realize that you are not alone in feeling extra stressed these days.
• Become aware of the times you feel stressed out and identify your emotional and physical reactions. Are there specific instances when your back starts to tense up or your head starts aching? Look for general patterns.
• In your interactions with employees and others, are you raising your voice, getting impatient and being overly critical? Observe how your employees react to you. Do they avoid you or stay silent when you ask for input? Ask people you trust for any feedback regarding your behavior. Don't get defensive. Just listen.
• You've probably heard this a million times, but learn and practice deep breathing exercises. This will help you stay calm and focused and make the right decisions. You'll also prevent or interrupt your stress reactions, like neck aches and teeth clenching. The ability to use deep breathing techniques will make you a better listener, and be seen as a leader.
• Think of the value you bring to your business and the value the business brings to your customers. In a stressful economy many business leaders tend to forget about the value of their services, start thinking of what they offer as a commodity rather than a brand and spend too much energy worrying about their competition. Concentrating on your brand and what you have to offer will make you feel better about your business and think of new ways to present your value.
• When you get anxious about the future instead of planning for the future, bring your thoughts back to the present and what you know right now. This will give you more of a sense of control and make it easier to think strategically and reduce the stress of the unknown.
• Find an activity that you love doing or that you loved doing before you felt so stressed and take time to do more of it.
• Eliminate stressful people (energy vampires) from your life. They waste a lot of your time when you're with them and thinking about how stressed out you are after they leave.
• Use caller ID and don't answer when they call. If you have to talk with them use a timer and let them know you have an appointment in three minutes. Extricate yourself when the time is up.
• Take time to exercise. Think of exercise as a stress cleanser. You'll feel less plugged in to everyone else's stress as well as your own. The more relaxed and calm you are, the better you'll feel, and sleep. Not only will you enjoy spending time with them but also they will enjoy spending time with you.

Simma Lieberman “The Inclusionist,” helps individuals and organizations create inclusive cultures where people can do their best work and increase productive and profit.

Contact Simma Lieberman Associates to find out how we can help you and your organization be more productive and profitable during these stressful times. E-mail Simma@SimmaLieberman.com or call 510-527-0700. Visit our website www.SimmaLieberman.com

Laughing at the Generations- age old stereotypes

2009-02-23T22:45:00.000-08:00

On Friday I facilitated a program entitled, "Generations and Beyond," for Out and Equal, which explored the intersections of generations, gender, sexual orientation and ethnicity. During my presentation I talked about the fact that a lot of what we hear about each generation are stereotypes and that there are people in their 70's who are techies and that there are people in their 20s who know nothing about computers.

After all that I met two people who defied my anti-stereotype proclamation-

On my way back to my office, I ran into someone I had known for years who was in her 60's. We talked about movies and television shows. I told her she had to watch "The Daily Show', at which point she told me she never had cable. OK! I thought,I know young people who don't have cable and get news and info from the internet.
"You can watch those shows on the internet any time," I said. She replied by telling me that she had no computer and no email address.
I left her thinking of how she fit that senior person stereotype about technology, but I know people in their late 80's who correspond with friends and family by video using Skype.

An hour later I'm sitting in the waiting room of my doctor's office. There is a big sign on the wall that says no cell phones in the waiting room. I hear a loud voice across the room. I look over and there is this guy who appeared to be around 24 talking on his cell phone about LInked In. Several of us are on all sides of him and he just keeps up the conversation. We all look at each other and laugh. I meet his eyes and he says "sorry" but keeps talking. I say to him "Interesting conversation, I couldn't help but over hear,"

Two minute later, the nurse comes to get him. As he gets up, his pants start falling down and he has to grab them and hold them up.

I think to myself "This is weird. Two extreme stereotypical people, and I just laugh at the irony of the whole situation.

That evening, my fourteen year old son sees me listening and dancing to some music by "the Sugar Hill Gang," from the 1980's. He tells me I can't dance. When I respond my saying everyone else says I'm a good dancer," he exclaims, " Of course Mom. because they're all old, what do you expect?'

What a day for the generation mix.

Neglected to vote, but wants to govern

2009-02-17T22:17:00.000-08:00

Meg Whitman wants to run for governor, and fix CA but she has neglected to vote many time according to Channel 2 News.
I don't understand how someone who has chosen not to participate in the electoral process wants to run the state.
Perhaps we wouldn't be in such a mess if more people had chosen to get involved instead. She doesn't vote but wants people to vote for her?

Why didn't she vote? Does she believe in the voting process or is it only when she wants to be governor. I confess that I didn't vote until I was in my late twenties. I didn't understand the importance and the process years ago. But this woman is not in her twenties and has benefitted from the electoral system.

I hope she explains herself, Voting is not just for the "little people," but it is our responsibility as Americans in a democratic society. Perhaps Channel was mistaken.

As "The Inclusionist," I know that the more people feel included, the more they participate and control their lives.

Don't Be Stressed Out By Positive Thinkers

2009-02-14T02:26:00.000-08:00

Aren’t you sick of “smiley face people,” talking about how great this economy is, telling you that if you are stressed you are just being a “downer.” I call them “smiley face people” because no matter what you say, they really aren’t listening, they’re just mouthing platitudes with a perpetual blank beatific smile on their face.

Our economy is in trouble; people are losing their jobs and houses. They’re anxious about the future, don’t know if they’ll have a job next week, and worry about their family and friends.

Millions of people are in a state of stress and that stress is contagious. If any of those people are your employees, colleagues or family members, you’ve seen the impact their stress and yours can have on productivity, performance and relationships.

The “smiley face” people refuse to acknowledge that there are real external factors that are contributing to people’s pain, their lack of motivation, intense headaches, backaches, ulcers and higher blood pressure. These “smiley faces” are actually spreading the stress because other people are too embarrassed to talk about their concerns and think that there I something wrong with them.

The good news for you is that you can manage your stress, improve your performance and be more productive. As an executive you can also create a lower stress environment for your employees and colleagues.

The “smiley people,” are partially right. There are opportunities out there. There are individuals and organizations that continue to flourish and you and your employees can too, but it can only happen if you are vigorously honest about your present state and develop an individual and organizational strategy for success. You and your company can prosper if you take some action, are willing to change your mindset, and be creative.

Be Careful What You Say, This Conversation is Being Taped

2009-02-10T22:08:00.000-08:00

Be Careful What You Say, This Conversation is Being Taped
From Craptastic to Comcastic

Comcast was working on my street last week while I was working against the clock to finish a proposal for a client by day’s end. Right after Comcast packed up and drove away I lost my internet connection, phone service and cable. Comcast wasn’t able to fix my connections until the next evening. Needless to say I was very frustrated. I couldn’t finish my work that night, clients couldn’t reach me and I had to drive to a Starbucks to get online. Time and again I was put on hold with Comcast as I tried to make an appointment for them to come out.

I had to reschedule one conference call and cancel a meeting in order to wait for Comcast. Everyone I spoke to was sympathetic but there wasn’t much that could be done. When the Comcast guy arrived he was very helpful, polite and understanding even though it was after six and he was tired. He let me know that somehow the Comcast workers had cut my cable and he had to get on the roof and repair it. He was great.

Because of the hassle, lost work time and missed appointments I was not a happy Comcast customer. When I called to complain and ask for some compensation, I was first told by a first line customer service person that all they would do was compensate me for the two days of lost service which equaled about ten cents. Naturally I asked to speak to a supervisor. When I explained to the supervisor what happened and everything that had occurred as a result of Comcast cutting my cable. I was told the same thing that they would compensate me for two days. He then went on to say that Comcast did not pay for inconvenience that it was not responsible for my problems. I told him again about my business interruption at which point he berated me for not having a business account. I informed him that Comcast had determined that I was better off with my bundle than their business package.
He got even snippier after that. When I told him that I was leaving Comcast and would call Comcast and tell them why, he sarcastically told me not to forget to tell them that I was running a business without a business account.

Furious, I called Comcast and spoke to a customer service manager who listened and was very supportive and upset about the way I had been treated. I was not only offered generous compensation but told that he would contact the person who had been so rude. When I informed him that I had neglected to get the guy’s name, he informed me that every conversation with Comcast is taped, and he had access to the tape which would enable him to hear the conversation and find out the name of the other person.

That was the kind of service I had been accustomed to from Comcast. I had been ready to migrate to another service because as a consumer I have choices and have learned that I don’t have to settle for rudeness and inconsideration.

That customer service representative restored my faith and trust. Not only did he keep me as a customer but I’m letting other people know how Comcast was willing to “make things right.”

When you’re on the phone with a customer service representative and you hear “this call may be taped,” be glad it is…..unless of course you decide to be rude. So that is how Comcast went from being “Craptastic back to Comcastic.”

Rick Warren's Invocation

2009-01-29T22:22:00.000-08:00

I was disappointed at first when I heard that Rick Warren was going to speak. I was more than offended at being compared to a pedophile or someone who practices incest. But then Mellissa Etheridge reached out to him. They got together and he invited her to his church and she invited him to her house for dinner with her wife and their kids. Warren ended up taking some anti-gay stuff off of his website and apologized for his remarks. Melissa Etheridge suggested that LGBT people volunteer at the Warren church with their AIDS programs so that the congregants wouldn't be afraid of gay people and vice versa. I think that he was very conscious of being inclusive.

I think that this whole controversy with Rick Warren might have started a new dialogue and that is one way that people change. It is hard to hate a group once you interact with someone from that group as human beings. If everyone held onto their biases we'd be in bad shape and not have come as far as we have. Besides I remember when if they found out you were gay, you lost your job, and even arrested and if you were caught in a gay place your name was put in the paper. No one would have even dared to protest Rick Warren then.