Because my work environment offers a great deal of opportunities to volunteer, occasionally we are visited by a large corporate group who are volunteering together. Often, they are volunteering on company time, and sometimes the company offers financial compensation (i.e. they are paid their regular wage) to be there.
Some people have argued that this is not at all volunteerism, that this is "cop-out" or a feel-good measure for the employees of a company. I disagree with both of these statements, because in my mind it all comes down to the question of what volunteerism is.
Fundamentally, volunteering is a way to get connected with your community. Volunteering is giving your time to help others. Volunteering is awesome and wonderful!
I don't really see why getting paid makes that experience invalid somehow.
At the end of the day, if your company believes it is important for you be involved with your community and they are willing to give you time or paid time to do so, that is a sacrifice of their resources. If you aren't there to do the important job that you do, your company is missing out. It is actually super awesome when a company makes a gesture like this: it's not only your time, it's their people power that they are donating to an organization!
I don't believe that those people who go around the world with humanitarian groups and are given a weekly or monthly stipend are having a less valid volunteer experience. Ultimately, I think it is unfair to rank people's volunteer experiences. If you are helping people out, who cares how or why you got there? Volunteering with an organization through work may lead you to volunteer elsewhere, and that's great.
Who cares how, where, when, or why you volunteer? You're connecting in an important way with the people and the community around you! And that's always a good thing.
Wednesday, June 27, 2012
Saturday, June 16, 2012
Criticism Conundrum
Giving someone constructive feedback is possibly the most difficult talent someone can master in a work situation. Constructive feedback can often be delivered in such a way that the recipient will think it is actually a criticism of their personal self. I'm sure that there are a million different hints in the way we can give feedback helpfully and in such a way that the recipient leaves feeling inspired, not insulted. (The most common one I've heard is sandwiching - a compliment, feedback, and another compliment.)
At the end of the day, so many people brush this concern off saying - "well if they are going to be a sore sport every time someone tries to offer an honest bit of advice, then they shouldn't be working here". Now, I understand this philosophy, and I'm trying to take a bit of it to heart. I believe if you have good intentions in giving a piece of feedback and you believe it is phrased well, and it would honestly help the overall work performance and performance of your company, you should not have to hold back in giving your opinion to your coworkers.
Of course, then comes the question of bosses and managers, employees with seniority, those employees who are about to retire, summer students, employees going through major life changes, and any other number of circumstances. Can you just say what you think? In the real world, I don't think there is any place for "yes people", but at the same time, running your mouth off every time someone does something you disagree with is short-sighted and incredibly frustrating for those around you.
If you chose to "constructively criticize" every time someone makes a suggestion or does something you disagree with, you run the risk of shutting down a good thing because you don't understand all the variables going on. Missing the point and shutting down someone's idea is very problematic, especially because you will need to come up with a solution - and the perfect fit might have been the one you just shut down.
Alternately, if you go with the flow all the time you're not going to help the situation. If something or someone is going way off course, it should be everyone's responsibility to get back on track. And it should be simple as that!
It is clear that it is imperative for every person to give constructive feedback at some point or another. And as someone who has seen constructive criticism given well and poorly, I think the following are extremely important when giving criticism.
1) Consider your Audience. Sure, ideally everyone in business would just act like professionals all the time and they would know that you mean well. However, office politics and hurt feelings can play a real role in the dynamic of a work group. This means if you've had unpleasantness with someone in the past, it is probably best to really work on your phrasing before you dive right in. Same goes with bosses and managers, some bosses are very welcoming to receive feedback, and others... are not as welcoming. From what I've seen, being aware of what managers are and which managers aren't and what mood they are in will give you a better idea of how and when to approach them. Sometimes things need to be said, but there are definitely better and worse times to say it.
2) Be Sure it NEEDS to Be Said. Are you 110% sure that this is something that needs to be said? Think about it, think about it again, and then think about it again. If a relationship with someone hasn't been great, it is conceivable that someone might be looking for a way to lash out at their coworker.
3) Be Short and Sweet. For the sake of all that is good in this world, STOP TALKING once your point is made. They get it, you said it, and that's all that needs saying. Stop apologizing, stop discussing, and move on.
4) Should this Come from You? Everyone wants to be helpful, but will your advice be listened to? Is there a better, more official channel to get information to your coworker? Should your manager be talking to this person? Don't jump the gun if you're not sure. Don't be timid when you have something to say at the right time, but don't bolt in blindly if it should be said by someone else.
5) Be Well-Intentioned. Sure, the path to hell is paved with good intentions, but at the end of the day, you need to know that what you are going to say is to help the people around you, your customers, your co-workers reputation, and the organization as a whole. This isn't about making your career achievements look better, it's not about elevating your status, it should always be about making things better. If you're not there to do that, keep your mouth closed!
Constructive feedback in the workplace has the potential to be a helpful force for good, or the ultimate example of awkward interactions - unhelpful, lingering, and totally unnecessary to the organization's growth.
When the time comes, it is fair game for someone to give legitimate constructive feedback to you, just as it is fair to give some of your own. Just make sure the time and person is right - you don't want to make an enemy just because you said the wrong thing at the wrong time.
At the end of the day, so many people brush this concern off saying - "well if they are going to be a sore sport every time someone tries to offer an honest bit of advice, then they shouldn't be working here". Now, I understand this philosophy, and I'm trying to take a bit of it to heart. I believe if you have good intentions in giving a piece of feedback and you believe it is phrased well, and it would honestly help the overall work performance and performance of your company, you should not have to hold back in giving your opinion to your coworkers.
Of course, then comes the question of bosses and managers, employees with seniority, those employees who are about to retire, summer students, employees going through major life changes, and any other number of circumstances. Can you just say what you think? In the real world, I don't think there is any place for "yes people", but at the same time, running your mouth off every time someone does something you disagree with is short-sighted and incredibly frustrating for those around you.
If you chose to "constructively criticize" every time someone makes a suggestion or does something you disagree with, you run the risk of shutting down a good thing because you don't understand all the variables going on. Missing the point and shutting down someone's idea is very problematic, especially because you will need to come up with a solution - and the perfect fit might have been the one you just shut down.
Alternately, if you go with the flow all the time you're not going to help the situation. If something or someone is going way off course, it should be everyone's responsibility to get back on track. And it should be simple as that!
It is clear that it is imperative for every person to give constructive feedback at some point or another. And as someone who has seen constructive criticism given well and poorly, I think the following are extremely important when giving criticism.
1) Consider your Audience. Sure, ideally everyone in business would just act like professionals all the time and they would know that you mean well. However, office politics and hurt feelings can play a real role in the dynamic of a work group. This means if you've had unpleasantness with someone in the past, it is probably best to really work on your phrasing before you dive right in. Same goes with bosses and managers, some bosses are very welcoming to receive feedback, and others... are not as welcoming. From what I've seen, being aware of what managers are and which managers aren't and what mood they are in will give you a better idea of how and when to approach them. Sometimes things need to be said, but there are definitely better and worse times to say it.
2) Be Sure it NEEDS to Be Said. Are you 110% sure that this is something that needs to be said? Think about it, think about it again, and then think about it again. If a relationship with someone hasn't been great, it is conceivable that someone might be looking for a way to lash out at their coworker.
3) Be Short and Sweet. For the sake of all that is good in this world, STOP TALKING once your point is made. They get it, you said it, and that's all that needs saying. Stop apologizing, stop discussing, and move on.
4) Should this Come from You? Everyone wants to be helpful, but will your advice be listened to? Is there a better, more official channel to get information to your coworker? Should your manager be talking to this person? Don't jump the gun if you're not sure. Don't be timid when you have something to say at the right time, but don't bolt in blindly if it should be said by someone else.
5) Be Well-Intentioned. Sure, the path to hell is paved with good intentions, but at the end of the day, you need to know that what you are going to say is to help the people around you, your customers, your co-workers reputation, and the organization as a whole. This isn't about making your career achievements look better, it's not about elevating your status, it should always be about making things better. If you're not there to do that, keep your mouth closed!
Constructive feedback in the workplace has the potential to be a helpful force for good, or the ultimate example of awkward interactions - unhelpful, lingering, and totally unnecessary to the organization's growth.
When the time comes, it is fair game for someone to give legitimate constructive feedback to you, just as it is fair to give some of your own. Just make sure the time and person is right - you don't want to make an enemy just because you said the wrong thing at the wrong time.
Wednesday, June 13, 2012
Not For Profit? Why Not!
It is interesting to consider, but ever since I have been part of the work force (at 17), I have always worked for not-for-profit organizations. And that is something I am very proud of.
Not-for-profit organizations are run on the basis that they generate enough funding to cover their operating costs and pay their employees. Any additional income or donations recieved must be re-invested into the organization. As a result, the organization cannot turn a profit in the sense that a corporation or other for-profit entity can. Another thing to note: many organizations are listed as not-for-profit, but are not charitable organizations. A charitable not-for-profit organization will be able to accept donations, but a not-for-profit (non-charity) organization will not be able to do so.
I personally believe that I am currently best suited for a career in a not-for-profit organization. And there are many reasons why people choose to build their career in the not-for-profit industry. Many people who don't really understand the role of not-for-profit charitable groups will disparage those who work in the industry, making snide remarks like "oh isn't it sweet that you have nice little job to fill your time" or "I personally want to work, not volunteer, for a living". The best thing I ever heard was "why don't you just get a real job? Can't hack it?"
It is extremely frustrating, because what we do in not-for-profit organizations is important, and it is very challenging work. To mock anyone's career choice is (frankly) a jerk move, and to mock them based solely on your misinformed perceptions is even worse. So here it is: I am so happy with my work, and I am so proud of what I do. I wake up every morning excited to go to work. (I hope you can say the same!)
Whenever I let other people's negativity get to me about what I do, I remember why I love working with a not-for-profit. Here are my top reasons, in no particular order whatsoever.
You See Your Effect. When you work in a not-for-profit, even a big one, you can clearly see the impact you have on your community. Your influence, no matter what you do within the organization, is visible. When you can see that you have brightened someone's day (or better yet changed their life) and you were there to make it happen, it's an amazing thing. No matter how far removed from the not-for-profit's end user you may be, you are never so far removed that you don't see the amazing impact you get to have on people, and that is worth it every day.
It's Challenging! Working in not-for-profit has always been the process of wearing as many different professional hats as you possibly can. Whether you're a manager or an intern you may be developing programs, you may be working on external communications, you may be helping run programs or planning a major event. Every day brings more opportunities to try new things, and develop your specific talent set. Obviously, those who are the best at something will work in that department or be project managers, but no matter where you are, you always have a chance to try something new and develop a new talent. It's hard work, because it's a process of constant growth and personal development.
You Know Why You Go To Work in the Morning. This ties in to the top point, but part of working with a not-for-profit is knowing why you are doing what you are doing. Your influence in the community and on the people who you help is clear. You are inextricably tied to the inherent why of what you do. In my daily work, I see so clearly how my efforts are fitting in to the larger picture of the organization, and I never lose sight of it. In a large corporation, I can imagine this "why" might get lost in daily hustle and bustle of work.
It's Never "Just a Paycheck." Here I am speaking solely from personal experience, but in all of the different not-for-profits I have worked for, there are so few people that were there just for a paycheck (so few in fact, I can't think of any). Due to the nature of working in such a challenging and dynamic work environment (possibly for lower pay), people are committed to the organization and are willing to give more than the bare minimum to the job. This atmosphere of collective excitement about the organization leads to some amazing moments, and contributes to a work environment full of joy and genuine enthusiasm!
It's Always New. I'm the type of person who believes change is good, that movement is indicative of success and doing the same over and over is not at all enjoyable. Not only is a career in the not-for-profit challenging in the way it makes you develop new talents, but it is fast paced and new and exciting every day. Some of the things I've thought I would never get paid to do (but did!) include: Finger painting, playing Nintendo Wii for two and a half hours, setting up a giant chess set, singing karaoke, creating a paper tree that spanned all the way up to the roof, walking around Inglewood procuring silent auction donations from local businesses, and enjoying a picnic lunch from River Cafe. Every single day there is a new opportunity to challenge myself and take on fun new project. These times, they are a changin' and my career changes right along with them.
Not-for-profit organizations are awesome! They do amazing things in the communities they serve, and they can truly bring people together to do great things. I'm not saying you personally would be a good fit, but at the very least, do remember that we work hard and achieve great things. Don't ever look down on us for that.
Not-for-profit organizations are run on the basis that they generate enough funding to cover their operating costs and pay their employees. Any additional income or donations recieved must be re-invested into the organization. As a result, the organization cannot turn a profit in the sense that a corporation or other for-profit entity can. Another thing to note: many organizations are listed as not-for-profit, but are not charitable organizations. A charitable not-for-profit organization will be able to accept donations, but a not-for-profit (non-charity) organization will not be able to do so.
I personally believe that I am currently best suited for a career in a not-for-profit organization. And there are many reasons why people choose to build their career in the not-for-profit industry. Many people who don't really understand the role of not-for-profit charitable groups will disparage those who work in the industry, making snide remarks like "oh isn't it sweet that you have nice little job to fill your time" or "I personally want to work, not volunteer, for a living". The best thing I ever heard was "why don't you just get a real job? Can't hack it?"
It is extremely frustrating, because what we do in not-for-profit organizations is important, and it is very challenging work. To mock anyone's career choice is (frankly) a jerk move, and to mock them based solely on your misinformed perceptions is even worse. So here it is: I am so happy with my work, and I am so proud of what I do. I wake up every morning excited to go to work. (I hope you can say the same!)
Whenever I let other people's negativity get to me about what I do, I remember why I love working with a not-for-profit. Here are my top reasons, in no particular order whatsoever.
You See Your Effect. When you work in a not-for-profit, even a big one, you can clearly see the impact you have on your community. Your influence, no matter what you do within the organization, is visible. When you can see that you have brightened someone's day (or better yet changed their life) and you were there to make it happen, it's an amazing thing. No matter how far removed from the not-for-profit's end user you may be, you are never so far removed that you don't see the amazing impact you get to have on people, and that is worth it every day.
It's Challenging! Working in not-for-profit has always been the process of wearing as many different professional hats as you possibly can. Whether you're a manager or an intern you may be developing programs, you may be working on external communications, you may be helping run programs or planning a major event. Every day brings more opportunities to try new things, and develop your specific talent set. Obviously, those who are the best at something will work in that department or be project managers, but no matter where you are, you always have a chance to try something new and develop a new talent. It's hard work, because it's a process of constant growth and personal development.
You Know Why You Go To Work in the Morning. This ties in to the top point, but part of working with a not-for-profit is knowing why you are doing what you are doing. Your influence in the community and on the people who you help is clear. You are inextricably tied to the inherent why of what you do. In my daily work, I see so clearly how my efforts are fitting in to the larger picture of the organization, and I never lose sight of it. In a large corporation, I can imagine this "why" might get lost in daily hustle and bustle of work.
It's Never "Just a Paycheck." Here I am speaking solely from personal experience, but in all of the different not-for-profits I have worked for, there are so few people that were there just for a paycheck (so few in fact, I can't think of any). Due to the nature of working in such a challenging and dynamic work environment (possibly for lower pay), people are committed to the organization and are willing to give more than the bare minimum to the job. This atmosphere of collective excitement about the organization leads to some amazing moments, and contributes to a work environment full of joy and genuine enthusiasm!
It's Always New. I'm the type of person who believes change is good, that movement is indicative of success and doing the same over and over is not at all enjoyable. Not only is a career in the not-for-profit challenging in the way it makes you develop new talents, but it is fast paced and new and exciting every day. Some of the things I've thought I would never get paid to do (but did!) include: Finger painting, playing Nintendo Wii for two and a half hours, setting up a giant chess set, singing karaoke, creating a paper tree that spanned all the way up to the roof, walking around Inglewood procuring silent auction donations from local businesses, and enjoying a picnic lunch from River Cafe. Every single day there is a new opportunity to challenge myself and take on fun new project. These times, they are a changin' and my career changes right along with them.
Not-for-profit organizations are awesome! They do amazing things in the communities they serve, and they can truly bring people together to do great things. I'm not saying you personally would be a good fit, but at the very least, do remember that we work hard and achieve great things. Don't ever look down on us for that.
Friday, June 8, 2012
Mentor Me This...
In the past, I have often been in search of a "mentor". The term "mentor" is muddled and confusing, especially depending on who you ask. Most simply, a mentor to me is someone who is successful and respected, innovative and genuinely enjoys what they are doing, and most importantly, they have a work attitute and style that I respect and would like to emulate.
To date, I have had two women in my life who I would consider mentors. Both for extremely short periods of time.
My first mentor, a fund development manager of a women's shelter that I worked for was spunky and hilarious. Her take no prisoners approach to life and business, and her absolute unwillingness to settle for less blew me over. But the biggest impact she had on me was seemingly simple: she told me to go for it. Ask for what I wanted, because I am well spoken and logical, and people will say yes more often than you think. Go ahead with a project in a new way because you can trust yourself to make a good decision. Be yourself, and don't tell yourself you can't, because most simply, you can if you want to. At the end of the four-month summer term with this woman, a new door opened for me: Maybe, despite what other people had said, I would be good in business as a career person. Maybe I am worth betting on. Maybe I'm stronger than I let myself believe. Her confidence in me allowed me to trust in my opinions.
My second mentor was more recent. A young woman with a genuine caring nature, and unbelievable business savvy, she worked with me for about three months before moving to a different position in a different city. Lucky for them, sad for us. One of the most important things that I learned from her is to embrace the community around you. No one is going to be happy all the time, but if you look for the people who are happy and enjoying what you do, you can eventually sway those grumpy people.
And so, when she left, I had no mentor.
But why not? My current manager is accomplished, well-spoken, friendly, and educated. I admire his business acumen, and I believe his leadership style has encouraged me to make strides in my own career that I might not have felt the confidence to do without his support.
Why was I so hesitant to consider him as a mentor? It hit me one day as we were discussing recent TED talks we had seen. I mentioned this video that I had recently watched, but quickly brushed it off saying "Oh it's probably not too interesting for you, it's more geared to women".
I appreciated his response. He said "Why wouldn't it be interesting to me?"
Why had I thought it wouldn't be interesting to him? It is clear through how he treats customers, our contractors and our staff that he genuinely respects people, and that he is open-minded and fair to everyone and their ideas. Whatever my own hesitation was in sharing a quasi-feminist business video with him, it was clear that he was more than comfortable watching and enjoying the video just like I did. It makes no sense, but despite everything I know about him, I simply assumed he wouldn't be interested. And probably by the same token, I didn't consider him to be a mentor because I simply hadn't thought of him to be my new mentor.
Maybe my hesitation about considering him my mentor was because I had never had a male mentor before. Maybe my hesitation was that I should be strong enough in what I had learned from my previous mentors that I should be able to make it on my own.
No, at the end of the day it's this: I was so stubborn and sure that I knew what a mentor should be that I forgot that I am here to learn and improve. From anyone, no matter if they are male or female. I didn't consider him a mentor, because stupidly, my assumptions about business are such that women need women mentors, and men need male mentors. My manager being a male does not mean he is any less qualified to be a leader, just as being female didn't make my other mentors better - they are good mentors and leaders because that is who they are.
So there's that learning curve. I'm here to get better, I'm here to improve. And that is my bottom line. No matter what my assumptions are, no matter what I thought I might have known.
At the end of the day, we all need mentors - people we look up to and respect. People whose everyday actions inform us of new ways to treat others with dignity and respect while achieving our own unique goals. These people challenge us to do our best, and we use their example to excel and affect positive change in our own sphere of influence.
So maybe, just maybe, I've found another mentor.
Whatever that word means.
To date, I have had two women in my life who I would consider mentors. Both for extremely short periods of time.
My first mentor, a fund development manager of a women's shelter that I worked for was spunky and hilarious. Her take no prisoners approach to life and business, and her absolute unwillingness to settle for less blew me over. But the biggest impact she had on me was seemingly simple: she told me to go for it. Ask for what I wanted, because I am well spoken and logical, and people will say yes more often than you think. Go ahead with a project in a new way because you can trust yourself to make a good decision. Be yourself, and don't tell yourself you can't, because most simply, you can if you want to. At the end of the four-month summer term with this woman, a new door opened for me: Maybe, despite what other people had said, I would be good in business as a career person. Maybe I am worth betting on. Maybe I'm stronger than I let myself believe. Her confidence in me allowed me to trust in my opinions.
My second mentor was more recent. A young woman with a genuine caring nature, and unbelievable business savvy, she worked with me for about three months before moving to a different position in a different city. Lucky for them, sad for us. One of the most important things that I learned from her is to embrace the community around you. No one is going to be happy all the time, but if you look for the people who are happy and enjoying what you do, you can eventually sway those grumpy people.
And so, when she left, I had no mentor.
But why not? My current manager is accomplished, well-spoken, friendly, and educated. I admire his business acumen, and I believe his leadership style has encouraged me to make strides in my own career that I might not have felt the confidence to do without his support.
Why was I so hesitant to consider him as a mentor? It hit me one day as we were discussing recent TED talks we had seen. I mentioned this video that I had recently watched, but quickly brushed it off saying "Oh it's probably not too interesting for you, it's more geared to women".
I appreciated his response. He said "Why wouldn't it be interesting to me?"
Why had I thought it wouldn't be interesting to him? It is clear through how he treats customers, our contractors and our staff that he genuinely respects people, and that he is open-minded and fair to everyone and their ideas. Whatever my own hesitation was in sharing a quasi-feminist business video with him, it was clear that he was more than comfortable watching and enjoying the video just like I did. It makes no sense, but despite everything I know about him, I simply assumed he wouldn't be interested. And probably by the same token, I didn't consider him to be a mentor because I simply hadn't thought of him to be my new mentor.
Maybe my hesitation about considering him my mentor was because I had never had a male mentor before. Maybe my hesitation was that I should be strong enough in what I had learned from my previous mentors that I should be able to make it on my own.
No, at the end of the day it's this: I was so stubborn and sure that I knew what a mentor should be that I forgot that I am here to learn and improve. From anyone, no matter if they are male or female. I didn't consider him a mentor, because stupidly, my assumptions about business are such that women need women mentors, and men need male mentors. My manager being a male does not mean he is any less qualified to be a leader, just as being female didn't make my other mentors better - they are good mentors and leaders because that is who they are.
So there's that learning curve. I'm here to get better, I'm here to improve. And that is my bottom line. No matter what my assumptions are, no matter what I thought I might have known.
At the end of the day, we all need mentors - people we look up to and respect. People whose everyday actions inform us of new ways to treat others with dignity and respect while achieving our own unique goals. These people challenge us to do our best, and we use their example to excel and affect positive change in our own sphere of influence.
So maybe, just maybe, I've found another mentor.
Whatever that word means.
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