Greetings from Rising Sun Consultants
Welcome to the July issue of Rise & Shine –
Your Leadership Solutions and Resource Newsletter!
Bright Lights(Tips/Solutions):
This month’s Tip will focus on Checking Your Sources/References:
Stanford Story Not True. We wish to apologize to all our friends and readers for passing along an “urban myth” about the Stanford family and the founding of Stanford University. As it turns out, Leland Stanford Junior never went to Harvard and was actually just short of his 16th birthday when he died of typhoid fever in Florence, Italy on March 13, 1884. Leland and Jane Stanford later founded the University in his memory.
(See http://www.stanford.edu/home/stanford/history/begin.html#myth for full story.)
Unfortunately, when we received the story about the gingham dress, we never questioned its authenticity due to the credibility of the person who sent it to us. We should have known better. As consultants, one of the basic principles of professionally sharing factual information is to check and double check your facts or sources (“Measure twice, cut once”).
Source evaluation--the determination of information quality--is something of an art. There is no single perfect indicator of reliability, truthfulness, or value. Instead, you must make an inference from a collection of clues or indicators, based on the use you plan to make of your source. For example, Robert Harris ("Evaluating Internet Research Sources." VirtualSalt. 17 Nov. 1997) has designed a simple checklist (The CARS Checklist) to separate the high quality information from the poor quality information.
| Credibility |
Trustworthy source, author’s credentials, evidence of quality control, known or respected authority, organizational support. Goal: an authoritative source, a source that supplies some good evidence that allows you to trust it. |
| Accuracy |
Up to date, factual, detailed, exact, comprehensive, audience and purpose reflect intentions of completeness and accuracy. Goal: a source that is correct today (not yesterday), a source that gives the whole truth. |
| Reasonableness |
Fair, balanced, objective, reasoned, no conflict of interest, absence of fallacies or slanted tone. Goal: a source that engages the subject thoughtfully and reasonably, concerned with the truth. |
| Support |
Listed sources, contact information, available corroboration, claims supported, documentation supplied. Goal: a source that provides convincing evidence for the claims made, a source you can triangulate (find at least two other sources that support it). |
Shining Stars (Best Practices):
This month’s Organization of Excellence is the Pennsylvania Industries for the Blind and Handicapped (PIBH). A non-profit organization located in Harrisburg, PIBH is dedicated to finding employment opportunities for people with a variety of disabilities in Pennsylvania. They do this through a network of member agencies that employ thousands of individuals each year. PIBH is not only succeeding in their mission, but has also won numerous awards in the past few years, such as the Best Places to Work in PA award and The Stevies™ American Business Award. How have they accomplished these achievements? The following are just a few strategies that they utilize:
- A mission that draws employees who are dedicated to a goal much greater than the organization itself. Employees experience deep, personal reward for the growth of PIBH.
- Ensuring that the people have the ability to accomplish their roles in the organization. This includes such things as office supplies, computer systems, training and empowerment with defined parameters.
- Leadership that understands all the different positions within the organization and the technology and other tools needed to be successful within those positions.
- Never promote people beyond their capabilities.
- Reward employees when the organization does well.
The values-centered culture found in this organization did not happen by accident. Over the last 10 years, the leadership and employees have worked very hard together to build the family like environment in which people care about each other, as well as the goals of the company. We thank Al Baker, President of PIBH, for meeting with us to talk about their organization. More information about PIBH can be found at their website, www.pibh.org.
World Views (In the News):
For Women, a Failure to Negotiate
Although women have certainly made plenty of progress in the workplace over the past three decades, the glass ceiling remains firmly in place at many companies -- especially when it comes to compensation. But some experts now suggest that the wage imbalance between the sexes could have as much to do with women's failure to negotiate well as any other factor.
Indeed, while women now represent more than 47% of full-time executives and managers, their wages continue to lag far behind. College-educated women still earn only 72% as much as their male counterparts according to the American Association of University Women.
A number of potential causes account for the disparity, of course -- some women work part-time, pursue lower-paying careers on the whole, or take time away from the workforce to raise families. But executive coach Lee E. Miller says the problem may be more basic and more easily remedied -- a lack of negotiating skills.
So how can women -- and men too, for that matter -- negotiate better deals in the workplace? Miller recently spoke on the topic at a workshop organized by the Advertising Women of New York. Here's a crash course on his findings:
Show enthusiasm. You have to show excitement and enthusiasm and make the employer want you.
Know what you want. You're trying to get a better job than what you have, you should be able to walk away without remorse if they can't meet what you most want from the job.
Avoid showing your hand. Learn to say that it's not about the money, but rather the job itself that attracts you to the company. Dance around the number and ask what they've budgeted for the position. If pressed, be prepared with a number that reflects your total current compensation, including all benefits and bonus.
Show why you're the best fit. What you have to do is to show that you are the perfect match for their needs. Ask the right questions and pepper the conversation with your own expectations.
Wait until they really want you. In fact, avoid talking about money until the last leg of the interview process, when they're ready to make you an offer.
Be on the lookout at all times. Even if you love your current job, it's always good to have one foot in the marketplace. It helps in determining your own worth and can give you another tool to negotiate a promotion or raise at your current job.
Network, network, network. Meet folks in the same industry by joining a professional organization and participate in high-visibility activities.
Want a raise? Some of the same negotiating rules apply within your current place of employment. First of all, don't be afraid to ask. Whether you want more money or more vacation time or even a better title, ask for it and demonstrate why you deserve it. You can't get something if you don't ask for it.
(Adapted from Pallavi Gogoi, BusinessWeek On-Line)
New Horizons (Meetings/Events):
Summer Workshops:
“Effective Supervision: Guiding Your Employees to the ProductivityZone™”
The purpose of this full-day, hands-on workshop is to provide participants with the applied skills needed to build a strong organizational culture which focuses equally on both people and productivity. As a result, participants will be in a position to engage their employees in new and exciting ways designed to increase their involvement in the organization.
July 25, 2006 – Philadelphia, PA
August 23, 2006 – Lancaster, PA
“Creating Your Life’s Dreams”
This full-day, applied workshop is designed to help participants create a personal life dream and an individual action plan to accomplish their dream. As a result, participants will be prepared to take specific, measurable steps toward having a truly fulfilling life.
July 20, 2006 – York, PA
“Getting on the Same Page: Clarity & Consistency in Communication”
This workshop provides participants with skills to increase individual and team effectiveness in communication, as well as the knowledge to answer the questions of: what, when, how, how much, how often, and with whom to communicate.
August 29, 2006 – Harrisburg, PA
To Register Online, click here
To Register by Phone, contact Lynn Lehman @ 717-512-7531
Rays of Hope (Stories/Parables):
The Belly and the Members
THE MEMBERS of the Body rebelled against the Belly, and said, "Why should we be perpetually engaged in administering to your wants, while you do nothing but take your rest, and enjoy yourself in luxury and self-indulgence?' The Members carried out their resolve and refused their assistance to the Belly. The whole Body quickly became debilitated, and the hands, feet, mouth, and eyes, when too late, repented of their folly.
Moral: As in the body, so in the state, each member in his proper sphere must work for the common good
Aesop’s Fables |
Thank You:
On behalf of ourselves and our associates, we want to thank you for reviewing the July edition of Rise & Shine Newsletter. We invite you to visit our website (www.risingsunconsultants.com), and to enjoy our latest book review and white paper.
Until next month: Always Keep Your Eyes on the New Horizon! |
