Can You Have It All?

Can you really have it all? I believe you can have as much as you have the capacity to achieve.

Doing what you have the capacity to realistically achieve is like Dev Teams / IT developers committing to accurately coding the maximum number of features they are able to handle within a given iteration, reaching their definition of Done to ensure a quality potential shippable product.

That’s how I am able to attain my personal goals. I think IT in that everything is a project. I think Agility. My mindset is to: frequently produce quality outcomes. Whether it’s work projects or personal projects, I truly believe in and consistently practice: purpose, solutions, understanding, value-add, accountability, flexibility, transparency, inspection, adaptation, openness, commitment, focus, courage, respect, alignment / balance, built-in quality, self-reflection, and having a great attitude. I do as much as I am able to complete within a certain time frame, ensuring accuracy and quality.

What we all know is: Without drive or purpose, a desire will fade, eventually meeting its demise. And instead of complaining, making excuses, blaming others, procrastinating, getting lost in distractions, hanging on to dead weight (detrimental thoughts, needy / non-contributing people, the past which cannot be changed), and causing problems for ourselves that slow us down, we can choose to attain what we desire.

So can you have it all? That’s for you to determine for yourself. If you believe you can have it all, then you will figure out ways make it happen, no matter how long it takes to attain it.

#Inspiration #RockYourVision #DoYou

Fairness For All in the Workplace

What does it take for everyone in the workplace to experience fairness? Everyone in the workplace should receive…

  • Fair treatment
  • Fair career growth opportunities
  • Fair pay

Anyone in the workplace could be: mistreated by a woman or man who is in a leadership role, prevented from getting a job/excelling in their career, or underpaid. “Fairness For All” is not a black and white thing (colorism), or a female and male thing (genderism), or an old and young person thing (ageism). “Fairness For All” is about people in positions of authority consistently doing what is right, fair, and just for each person they are responsible for leading, regardless of the person’s race, ethnicity, age, religion, sexual orientation, or socioeconomic status (fairness for Allism).

Both female and male leaders in work environments can be corrupt and crass, subjecting people to gratuitous behaviors. Women and men in leadership roles are capable, some are already culpable, of misusing their power—misconduct that includes workplace bullying, sexual harassment, discrimination, retaliation, defamation, body shaming, creating hostile working environments, and favoritism. Unbecoming behavior could be predicated from anything—jealousy, envy, insecurities, low self-worth, arrogance, entitlement, greed, hate, prejudices, racism—causing them to inflict iniquities on others whom they are responsible for leading.

Take workplace bullying for example. When children are bullied, they are encouraged to get adults involved to help. It’s the opposite when grown-ups are bullied in the workplace. Adults are expected to take it or quit. When adults speak out they are usually punished or retaliated against—scrutinized, demoted, threatened, defamed, or fired. Unfortunately, adult bullies sometimes go unpunished, leaving them to further subject malevolent behavior onto others.

And when we think about fair pay, some people think equal pay. Equal pay makes sense when people who perform the same role have the same level/years of experience and/or education. Fair pay here means: pay ranges for roles that are transparent and objective—based on the level of effort required for the role as set by the organization, then on measurable factors, such as higher education, years of experience, level of expertise, and exams, regardless of gender, race, or likability. What is there to hide or dispute when pay is fair?

Any type of misconduct or inequity unleashed by feckless leaders can negatively impact people (workers) and the organization. People are not able to perform efficiently. Their stress levels are higher.  Morale drops. Talented people are held back. People’s true talent that could help make a difference remain unrevealed, untapped, and underutilized. Fact is, many people just want to be able to work so they can provide for themselves and their families, not to be mistreated.

So what does it take for everyone in the workplace to experience fairness?

  • Character, Integrity, and Responsibility of leaders: Starting at the top with executives/highest senior positions, any person in a leadership role has the duty to consistently do and should be held accountable for doing what is right, fair, and just while in the workplace to ensure fairness for all.
  • Values and Beliefs of leaders: The personal core values of people in positions of authority should align with the Core Values of their organization, specifically while in a working environment.
  • Self-awareness and Ownership of all: Everyone, including people in positions of authority, are accountable for self-awareness and self-correcting to prevent the initiation of misconduct.
  • Enforcement and Improvement: People who are responsible for enforcing rules and company policy, such as human resources, take reported cases of mistreatment seriously. They show that behavior unbecoming of management is categorically unacceptable and will not be allowed. These enforcers are better able to ensure that individuals in positions of power are held accountable for their wrongdoing, and implement sustainable programs to prevent the same or similar incidents from reoccurring when they choose to do the right thing upon discovering misconduct.
  • Inveterate leadership effectiveness: Starting at the top, effective leaders (the ones who consistently effectuate positive differences and change) are solution-focused, do the right thing, and remain a staid representation of their organization’s Core Values. They have character and integrity. They care and listen for understanding. They welcome uncomfortable topics, finding common ground through transparency. They encourage diversity (ideas, talents, backgrounds). They take ownership for everything, from looking at themselves first to ensuring that the right thing is done. Their enduring solutions are for the betterment of each person they are responsible for leading and for their organization.

All people in the workplace deserve fair opportunities: to produce their best work, to grow their career, and to be unbiasedly compensated in an impartial work environment, where everyone is respected, held accountable, and all work is a value-add to positively impact the bottom line. When people are able to perform at their highest level, they and the organization thrive.

What do you think it takes for everyone in the workplace to experience fairness?

#WorkplaceFairnessForAll #EndWorkplaceBullying #EffectiveLeadership

Achieve Your Goals

 

Life is what you choose to make it… Do You and OWN IT!

When you want to achieve something and believe you can, you will.

1. Stop procrastinating. Day-after-day, week-after-week or, perhaps, month-after-month passes you by with no actions taken. For whatever reason, you have done little to nothing to reach your goal(s).

2. Stop making excuses. Put the excuses in trash. Literally write them down on a piece of paper; rip them up; and put them in the trash.

3. Limit your time with dead weight.  These are people you might enjoy spending time with. However, they drag you down; drain your energy; have no aspirations; might discourage you; or they have no aspirations of their own.

4.  Associate with people who are more successful than you are. These people are driven, disciplined, and relentless. Hopefully, they will share their knowledge with you.

5.  Believe that you can accomplish your goals. Focus; strategize; and make it happen.

~ Evette “EJay” Johnson