I just wrote an introduction to Getting Things Done on the latest addition to my own little blog network: on selbstadministration.de, I'll cover the topics of self management, organization and using your time reasonably (e.g., for maintaining another blog). Since I'm an IT guy, I'll also have a look at tools and tricks for a more effective and efficient life.
Merlin Mann begged me to not make him obsolete, so I decided to write in german language. ;-)
I wouldn't mind if some of you supported me in feeding the blog -- it doesn't have to be a one-man-show. So, if you're interested in writing about productivity and life hacks, give me a nudge!
Via All Things Workplace, I just discovered David Zingers blog about employee engagement, where in his latest entry, he points out the different results of focusing on strengths or on weaknesses of employees.
He explains that the Gallup Management Journal had found the following conclusions in their research of employee engagement:
If your manager primarily ignores you your chances of being actively disengaged are 40%.
If your manager focuses on your weaknesses your chances of being actively disengaged are 22%.
If you manager focuses on your strengths your chances of being actively disengaged are only 1%.
Obviously, pointing out weaknesses of employees and working together in resolving them isn't the best choice. For someone that always wants to help people develop, this felt a bit weird to myself first. Shouldn't I help my directs overcome their weak sides?
But after some thinking, it occured to me that focusing on their strengths instead is actually a very reasonable approach. Employees aren't clay sculptures who I'm to shape, rounding all edges to a perfect state. I'm a leader, not a sculptor. And I don't like to be looked at and treated with the perspective of a sculptor, either. (Hm, why am I thinking of my spouse at this point?)
People want to do what they can do best and to be recognized for that. Since it is one of my core beliefs that it's my foremost duty as a leader to make sure that my directs can work their magic as effective as possible, it's actually quite natural to focus on their strengths and to arrange their work in a way that they can employ them most effectively. A good thought to start the next week with.
Since many attendees of the german blogger conference re:publica in Berlin are avid Twitter users, I'm receeiving my own little live comment stream to my desk.
I can see what talks get positive or negative notions and how the conference is going as a whole. As a presenter at re:publica, I'd use this Twitter stream as a source of feedback to improve my presentation style, attitude and choice of topic
It's also interesting to watch attendees even make appointments over Twitter.
What ever happened to
- common sense?
- existing laws?
(Hm, seems like Twitter is affecting my blogging style. But others have already written prosaic treatises why a code of conduct is utter bullshit anyway.)