tag:blogger.com,1999:blog-73784726256138659982024-03-17T00:17:11.082-07:00Don't Forget to RememberDavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.comBlogger611125tag:blogger.com,1999:blog-7378472625613865998.post-59857728074329086142023-12-27T06:39:00.000-08:002023-12-27T06:39:02.193-08:00Top 5 - 2023 <p>Well, it's officially been a year since I've posted on DFTR.... so sad! If you are interested in musing on workforce engagement, check out my writings for <a href="http://linkedin.com/in/davidkovacovich">LinkedIn</a> - Let's get on with the show. </p><p>Those who say Rock N Roll is dead simply aren't paying attention. We live in a time when extraordinary music is made, produced and distributed weekly - don't believe me? Check out <a href="https://www.facebook.com/siriusxmu/posts/last-weekends-download-15/10157094615376457/">The Download 15</a>, <a href="https://www.npr.org/sections/allsongs/">All Songs Considered</a>, <a href="https://podcasts.apple.com/us/podcast/growing-up-punk/id1272976620">Growing Up Punk</a>, <a href="https://uproxx.com/shows/indiecast/">Indiecast</a>, <a href="https://www.brooklynvegan.com/">Brooklyn Vegan </a>or <a href="https://www.gorillavsbear.net/">Gorilla vs Bear</a>. You're Welcome!</p><p>2023 found new music by The Hold Steady that involved massive guitars, hook laden choruses and lyrics that spanned as far as musing on <a href="https://www.youtube.com/watch?v=GMcDELVWJAI">LeBron James</a>. John Prine's son <a href="https://www.youtube.com/watch?v=SfT6Q1a9Wtg">Tommy</a> debuted his first album with a different style but heartfelt nods to his dad - RIP! <a href="https://www.youtube.com/watch?v=LqLflZ3EOQ0">Sufjan Stevens</a> reverted to his former self on Javelin (which is wonderfully comforting)! We also got some yummy punk rock (or whatever you call it) from <a href="https://www.youtube.com/watch?v=3givtIy9qyo">Something Missing</a> and <a href="https://www.youtube.com/watch?v=lZWru0pwbgw">Wicked Bears</a>; one very sad, the other a barrel of laughs. <a href="https://www.youtube.com/watch?v=1xv5rCaRJjk">Free Throw</a> shared elements of both the aforementioned. <a href="https://www.youtube.com/watch?v=tYmCAOVPBnM">Cat Power</a> performed Bob Dylan to absolute perfection and <a href="https://www.youtube.com/watch?v=3hqGcHiTfBY">Slaughter Beach, Dog</a> gave us some lovely laments to drive to.</p><p><a href="https://www.youtube.com/watch?v=5Y0De8HbRzE">Hovvdy</a> is emerging as a powerhouse, <a href="https://www.youtube.com/watch?v=YPjOn90kt7A">Wishy</a> made some shoe gaze, <a href="https://www.youtube.com/watch?v=SjKU1qVhJl4">Wednesday</a> has brought back honky tonk (albeit on acid), and <a href="https://www.youtube.com/watch?v=sKeZCRtprlw">Rat Boys</a> followed suit. Wilco made a record, no one cared. There appears to be some worthy material coming from <a href="https://www.youtube.com/watch?v=NxljBSM-G6s">Middle Kids</a>, <a href="https://www.youtube.com/watch?v=UX6CmPG2Cjs">Alkaline Trio</a> (remember them?), <a href="https://www.youtube.com/watch?v=u2DsBxNL6M0">Grandaddy</a> (remember them?), <a href="https://www.youtube.com/watch?v=XvXYZ3uAkVc">IDLES</a>, <a href="https://www.youtube.com/watch?v=SOgibRJxp8g">J Mascis</a> (remember him?), <a href="https://www.youtube.com/watch?v=iazcp2yLvDA">Madi Diaz</a> and <a href="https://www.youtube.com/watch?v=crBXWy0mJvA">Katy Kirby</a>. The guy from Fontaines D.C. made <a href="https://www.youtube.com/watch?v=_ugFVTnomvs">a quiet, haunting shut-in record</a>. </p><p>Mike Skinner returned - meh. Not a lot of good hip-hop made (and don't say JPEGMAFIA). </p><p>Some nice little surprises arrived via <a href="https://www.youtube.com/watch?v=-CZFUVFjfro">DJ Sabrina The Teenage DJ</a>, <a href="https://www.youtube.com/watch?v=-FZs_55Joe4">Kevin Drew</a>, <a href="https://www.youtube.com/watch?v=aL_6MQ-ffUA">The Gaslight Anthem</a>, <a href="https://www.youtube.com/watch?v=XCO10Bonjgo">Land of Talk</a>, <a href="https://www.youtube.com/watch?v=LZFIn247PdE">Jolie Holland</a>, <a href="https://www.youtube.com/watch?v=R9Y0d4SFIKs">Al Menne</a>, <a href="https://www.youtube.com/watch?v=nTnvkd-jZNs">Ilsey</a>, <a href="https://www.youtube.com/watch?v=fznxes4BRzs">Origami Angel</a> and <a href="https://www.youtube.com/watch?v=NcW8NKdt1Z8">Superviolet</a>.</p><p><a href="https://www.youtube.com/watch?v=xjgWvASjvqs">Sparklehorse </a>and <a href="https://www.youtube.com/watch?v=2Pa-30q_6Ao">DeYarmond Edison</a> released "after the fact" reminders.</p><p><a href="https://www.brooklynvegan.com/weezers-brian-bell-tells-us-about-his-favorite-songs-of-2023/">The other guy from Weezer made a "best of" list that has several hidden gems.</a></p><p><a href="https://www.youtube.com/watch?v=gv103MulMsQ">Jess Williamson</a>, <a href="https://www.youtube.com/watch?v=-9G1lwjUcdg">Bella White</a> & <a href="https://www.youtube.com/watch?v=vUOqzuzR08s">Drayton Farley</a> brought us OUTSTANDING country music!</p><p>Honorable mentions to <a href="https://www.youtube.com/watch?v=89S02V4teGU">Mountain Goats</a>, <a href="https://www.youtube.com/watch?v=tNngxAPPGsk">The Rural Alberta Advantage</a> and <a href="https://www.youtube.com/watch?v=DAOZJPquY_w">Post Malone</a>. </p><p>Here are the Top 5 Record Albums of 2023:</p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/hZtHMd0nAK4" width="320" youtube-src-id="hZtHMd0nAK4"></iframe></div><p><br /></p><p><b>5. You Are Who You Hang Out With by The Front Bottoms</b></p><p>"... you have got the power to drive around here 100 miles an hour... "</p><p>YAWYHOW won't go down as a pinnacle Front Bottoms release but a pretty good Front Bottoms record is better than most. We get the quintessential Brian Sella lyrical blend of humor and remorse. Great acoustic anchored songs complete with hand claps, ivory vibes, big bass and chaotic drum rolls. You can't listen to the Front Bottoms without feeling the glorious debauchery that is this beautiful thing called life. Bangers like Outlook,<a href="https://www.youtube.com/watch?v=mUv0xw3Srro"> Punching Bag</a>, <a href="https://www.youtube.com/watch?v=LPeZZiK6nnE">Fake Gold</a> and <a href="https://www.youtube.com/watch?v=zDZC0R9IoxA">Brick</a> will get any room beer soaked while <a href="https://www.youtube.com/watch?v=Q5kIQiMutCw">Paris</a> and <a href="https://www.youtube.com/watch?v=9-sPaEizVtU">Finding Your Way Home</a> hint at a more-mature future for our favorite party kings & queens. Like <a href="https://www.youtube.com/watch?v=7eO6_BX7mdk">Fountains of Wayne</a>, <a href="https://www.youtube.com/watch?v=GGVEl9xuUEI">The Weakerthans</a> and <a href="https://www.youtube.com/watch?v=mHliXVifhEM">They Might Be Giants</a> before them, The Front Bottoms have an uncanny ability to write upbeat songs about sad topics that leave the listener exhausted from dancing with a head full of contradiction. Well-done, boys!!! </p><p></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/Fn15psbaUDM" width="320" youtube-src-id="Fn15psbaUDM"></iframe></div><b><p><b><br /></b></p>4. What Matters Most by Ben Folds</b><p></p><p>"... in these days of overwhelming change I just want to know what I want ..."</p><p>Ben Folds has had a history of letting his since of humor (and possibly a whole lot of boredom) take away from his genuine gift for lyrical reflection. Not here. Indeed we see the return of what makes Ben Folds one of the great musicians of our time: heartbreaking lament with a sliver lining of optimism. Yes, please, I'll take all of it! What Matters Most is a triumph of the human spirit from a human who is complex in his favoritism for solitude. Tall Heights join on <a href="https://www.youtube.com/watch?v=_5vg9dY7QCs">Moments</a> which is a lyrical journey leaving the record skipping with love in the listeners heart and a tear in her eye. The title track cutting deep into the world's most perplexing dilemma: the meaning of life. There is a reversion to the sophomoric in Exhausting Lover (delete this track from your playlist) which is not surprisingly the lead single. Otherwise cover to cover this record is a masterpiece. Good to have you back, Benjamin!! </p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/DO2VnNAPom4" width="320" youtube-src-id="DO2VnNAPom4"></iframe></div><br /><p><b>3. Why Would I Watch by Hot Mulligan</b></p><p>"... there's nothing special in the water here, there's no reason you should feel the need to stay ..."</p><p>Hot Mulligan is a motherfucking assault on the brain, body and spirit!!! You'll find yourself involuntarily air boxing followed with roundhouse kicks fueled by the vitriol of youthful heartbreak. Nathan "Tades" Sanville's guttural vocal delivery is as incendiary as any <a href="https://www.youtube.com/watch?v=_fxdDJYvVyE">Russell Hammond</a> lick. The lyrics cutting deep with an element of self-protection rain coating another daily voyage to find peace. Dudes mad about a lot of shit (not a ton of which I understand) but it is strangely comforting to know he's out there fighting for us all... if only in his own head. This record will splatter your brain (in a good way)! The Lansing Michigan Emo seen is alive!!!</p><p></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/Fkc9-0XeNRY" width="320" youtube-src-id="Fkc9-0XeNRY"></iframe></div><br /><b>2. The Record by boygenius</b><p></p><p>"... I'll walk to Karaoke, sing the song you wrote about me, never once checking the words... "</p><p>Now turning the knob to the other end of the sound spectrum. 2021 was the year of <a href="https://www.youtube.com/watch?v=ncSf8Nk3aq4">Phoebe Bridgers</a>, 2022 was the year of <a href="https://www.youtube.com/watch?v=S19BYUvnKjk">Lucy Dacus, </a>so by proxy 2023 must belong to the third member of super-group boygenius; <a href="https://www.youtube.com/watch?v=tADWPTqR_4A">Juilen Baker</a>. It's almost criminal that this band exists. Imagine Pete Townsend, Ginger Baker and John Bonham joining forces in the late 60s. Yes, that's how overwhelmingly talented this group of young people are. The story telling ethos that Phoebe and Lucy seem to share is only complimented by the guitar power that Julien brings to the group. Extraordinary lyrics, soaring vocal harmonies, and calming bridges followed by roaring choruses; purely sensational. It seems the three take turns writing on The Record, each tune better than the next with <a href="https://www.youtube.com/watch?v=hCRI9kXfKuM&list=RDhCRI9kXfKuM&start_radio=1">Leonard Cohen</a> a seeming Phoebe stand out. <a href="https://www.youtube.com/watch?v=78LPl_lhcwc">We're In Love</a> a masterpiece from Lucy Dacus. Simply Magnificent!</p><p></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/QWXMfHJLigg" width="320" youtube-src-id="QWXMfHJLigg"></iframe></div><br /><p></p><p><b>1. Laugh Track by The National</b></p><p>".. when did they say we should turn back the clocks? why do they always say everything's for the best when everybody knows it not ..." </p><p>If ever there was a soundtrack to divorce Laugh Track is it. The second side of this record is a pedal to the metal one way trip off a cliff. Matt Berninger admitting <a href="https://www.theguardian.com/music/2023/apr/21/the-nationals-matt-berninger-i-have-a-healthy-marriage-because-i-write-about-looking-into-the-abyss">he has a healthy marriage because he looks into the abyss </a>makes this record all-the-more remarkable in it's lyrical narrative. Tune after tune an exploration of relational heartbreak, regret and uncompromising pain.... all with a happy ending (?) The National have always had moments but past albums as a whole display lulls. A careful listen to this record will change your life and you'll never be the same.</p><p>So there you have it. A year of remarkable music. We laughed, we cried, we rocked, we swayed. Rock is alive and well and there is nothing we can do but cry along the wispy ride with the reassurance that it's all going to be Ok.... because it will. </p><p>Until Next Year.... Thanks for Listening!</p><p>~ Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-79345794569984452352022-12-19T14:19:00.001-08:002022-12-20T07:38:26.302-08:00Top 5 - 2022<p>Well... the pandemic albums have found their way to the back of the vinyl collection and music as we knew it has returned (at least for the moment). In 2022, sleepy bedroom records gave way to celebratory "escape from the bunker" romps and a whole lotta live music. </p><p><a href="https://www.youtube.com/watch?v=LBbHPn-7v1I">Post Malone</a> and <a href="https://www.youtube.com/watch?v=zO9VEB9lfXM">Bartees Strange</a> brought forth some bangers, while we may have seen the last of Machine Gun Kelly's glimpse at punk pop greatness. <a href="https://www.youtube.com/watch?v=Nq1MTaw2X6s">Billy Talent</a>, <a href="https://www.youtube.com/watch?v=6c5xITzAhjw">Mom Jeans</a> and <a href="https://www.youtube.com/watch?v=IuUjidzRhtI">Pup</a> created punk adjacent records with plenty of flare and <a href="https://www.youtube.com/watch?v=CXdCKuYFxL0">Dan Andriano</a> reminded us there is no replacing <a href="https://www.youtube.com/watch?v=wmpPxFbChDE">Alkaline Trio</a>. <a href="https://www.youtube.com/watch?v=7cPbI6ck484">Pedro the Lion</a> and <a href="https://www.youtube.com/watch?v=V-T6ij4L-R0">Damien Jurado's</a> melancholy persists despite the state of the global social experiment and <a href="https://www.youtube.com/watch?v=57j31Np-YoU">Yumi Zouma</a> gave us reason to breath easy once again. <a href="https://www.youtube.com/watch?v=2XQsNTIigSY">Charlie Hickey</a> and <a href="https://www.youtube.com/watch?v=uQVoUhsdwDc">Christian Lee Hutson</a> established themselves as this years Phoebe Bridgers and Lucy Dacus. <a href="https://www.youtube.com/watch?v=tS90wiIjG-Y">Kae Tempest</a> laid down vocal flow to narrate the journey of transformation. <a href="https://www.youtube.com/watch?v=mgMwGBtt4rE">Fontaines D.C.</a> made a soundtrack to the apocalypse. <a href="https://www.youtube.com/watch?v=pH7EzsFqQ-s">Regina Spektor</a> revisited waltzes with a little less hope. Death Cab for Cutie and Band of Horses made records that were just OK. Turns out, <a href="https://www.youtube.com/watch?v=u5XCx-BSvxk">the girl from stranger things</a> who has famous parents is actually an incredible song writer. <a href="https://www.youtube.com/watch?v=lNeQQdIlL1A">Wilco</a> and <a href="https://www.youtube.com/watch?v=EDnrEr2rdHg">Walter Martin</a> sang some lovely laments to nap to. We are now aware that The 1975 are just really annoying while <a href="https://www.youtube.com/watch?v=MOMTODBzELM">Joyce Manor</a> proved their virtue on the emo mantel with a near perfect record.</p><p>Where we see festivals like Coachella giving mainstage priority to pop acts and octogenarians, so now, even the beloved All Songs Considered podcast has abandoned indie rock for world music, hip hop and mainstream pop acts.</p><p>Let's hope the new year keeps venue doors open and reveals some new acts to shout about this time next year. Here are the Top 5 albums of 2022: </p><p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjRWpHl-ZO-jbtu61wp97sl1iCsGZbBqrDHF6gDdLjG-wGaX6WIehkgkEsqlTBmjvqd_cunCGlh8HkLQl4THngWBctNhhKqMfyjrJ5agvIMeMh0btpg-laGGi-DGXrU2uTzRuNPKFcHRD2wySu24MdUeBS1oNHRQ5Dwff90EUfznLp4mQLqXY43Hv4U/s300/will-sheff.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="168" data-original-width="300" height="168" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjRWpHl-ZO-jbtu61wp97sl1iCsGZbBqrDHF6gDdLjG-wGaX6WIehkgkEsqlTBmjvqd_cunCGlh8HkLQl4THngWBctNhhKqMfyjrJ5agvIMeMh0btpg-laGGi-DGXrU2uTzRuNPKFcHRD2wySu24MdUeBS1oNHRQ5Dwff90EUfznLp4mQLqXY43Hv4U/s1600/will-sheff.jpg" width="300" /></a></div><p style="font-weight: bold;"><b>Nothing Special by Will Sheff</b></p><p><i>"When I was thin as a scarecrow getting up only to go to bed"</i></p><p>The Okkervil River front man seemed to be hiding in Appalachia for a while but the emergence is worth the wait. "Nothing Special" presents the familiar Sheff vocal distinction, but the song structures are more open giving the listener space to dig into the lyrical content; each listen taking us deeper into stories of desire, loss and (ultimately) hope. <a href="https://www.youtube.com/watch?v=7xQmTS0MKQM">Like The Last Time</a> creates a psychedelic, sun soaked, narrative that brings hope where all seemed lost. Where <a href="https://www.youtube.com/watch?v=JIAiZwvPrwA">Marathon Girl</a> realizes an unrequited rock bottom then cracks the door open with an invitation to move on. </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjzc4RCvorPmDJKH-YFIEfjU5WZiBekyn2pFr08Id9BUr4aGwfSClbEBvNaggdP-H0o7H9y63MRSFgCcnVhYLSyOkzF5QNYMRq7GoiFVa_G7eSxxvuGMmJAzwL3_YzOIe3XHUD5z3PUB47l_xRVJN1OiShq1lAQliScxbFlLll7H-kqlgPNui7lGCuJ/s600/TimKasherPromo2017.webp" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="469" data-original-width="600" height="250" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjzc4RCvorPmDJKH-YFIEfjU5WZiBekyn2pFr08Id9BUr4aGwfSClbEBvNaggdP-H0o7H9y63MRSFgCcnVhYLSyOkzF5QNYMRq7GoiFVa_G7eSxxvuGMmJAzwL3_YzOIe3XHUD5z3PUB47l_xRVJN1OiShq1lAQliScxbFlLll7H-kqlgPNui7lGCuJ/s320/TimKasherPromo2017.webp" width="320" /></a></div><p></p><p><b>Middling Age by Tim Kasher</b></p><p><i>"the guests all ashamed they've forgotten the name of the host's lovely wife but oh what a site she is"</i></p><p>I never loved Tim's acclaimed Cursive project, but he being the Obi-Wan to Conor Oberst's Luke has finally been revealed obvious. Middling Age seems to be a divorce record, Tim Kasher's mid-life crisis an excuse for him to bring forth his greatest document to date. These songs hit hard with metaphor of every day living smashed with contradiction; the one most loved a stranger. Glasses broken, uncomfortable social affairs and looks back where the end advanced to the inevitable. <a href="https://www.youtube.com/watch?v=3kP9tXaD7rA">100 Ways to Paint a Bowl of Limes</a> seems a mid-afternoon barroom wave goodbye under-toned with a tip of the cap to good times forgotten. </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBO4OOqS18XCsWkGe2C2IZnq3KxN9JxxUFglNEc6eXat57C0ysnELhL3EVDSkO8k0haQve5MiOiwXcrIZ1lB4yl8u7G3az-FcpyWeRLZhq4vd9zB5lD1JaZkltUk2c4suzqTHGXyIZ-GXjfJ11xhF9VW81Wspba1RgjbTM-XVvg4oV1L4JlcUVgb3v/s2048/Pinegrove.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1152" data-original-width="2048" height="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBO4OOqS18XCsWkGe2C2IZnq3KxN9JxxUFglNEc6eXat57C0ysnELhL3EVDSkO8k0haQve5MiOiwXcrIZ1lB4yl8u7G3az-FcpyWeRLZhq4vd9zB5lD1JaZkltUk2c4suzqTHGXyIZ-GXjfJ11xhF9VW81Wspba1RgjbTM-XVvg4oV1L4JlcUVgb3v/s320/Pinegrove.jpg" width="320" /></a></div><p><b>11:11 by Pinegrove</b></p><p><i>"I want to be a part of it, I'm not ready to die yet"</i></p><p>Pinegrove's triumphant debut album paired with it's almost instant collapse seemed might file them away in the category of quick shimmer indie darlings. Six years later, their 4th full length album seems to hint that hard lessons learned have produced a resilience ideal for creating ever-thoughtful music. The signature Pinegrove soundscapes and under-stated story telling remain (a little worse-for-wear, a little wiser). 11:11 spans regret with apology turning into self-awareness. Each song more aware than the next, regretful, reflective and hopeful. I guess at some point beating one's self up gives way to renewed focus. <a href="https://www.youtube.com/watch?v=_JrAxyuAVQc">Swimming</a> the pentacle of reflection giving birth to new hope. This record is a revelry, resound in a simple principle, "I'm done feeling sorry for myself". A soundtrack for a morning fraught with self-doubt. </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiJHFvAL_iKw-Y_IHYLeA-JhR8eYfwlJ6mk-vTf0lniZgyuk-aS6RS1kQ8iNon1P-5ZaH2dVpUXb5VMhn_QzvkgRNV8TfxZqawNLJcil7F8zfgsyxlCbKvRUNtE_LKdpGRpInNpHoiREEcNwi0EaVMoaEpU4PRl9ooq7nD4BlRH9_0f1s1oIkIcU0kP/s1080/S%20Carey.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="720" data-original-width="1080" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiJHFvAL_iKw-Y_IHYLeA-JhR8eYfwlJ6mk-vTf0lniZgyuk-aS6RS1kQ8iNon1P-5ZaH2dVpUXb5VMhn_QzvkgRNV8TfxZqawNLJcil7F8zfgsyxlCbKvRUNtE_LKdpGRpInNpHoiREEcNwi0EaVMoaEpU4PRl9ooq7nD4BlRH9_0f1s1oIkIcU0kP/s320/S%20Carey.jpg" width="320" /></a></div><p><b>Break Me Open by S. Carey</b></p><p><i>"your eyes are starless ponds, I'd dive in with the frogs"</i></p><p>S. Carey, known mainly for his percussive work in <a href="https://www.youtube.com/watch?v=PQeLktdBCsU">Bon Iver</a>, has certainly learned from his time close to Justin Vernon. Break Me Open is a towering (if not meditative) work that would fit comfortably amid the aforementioned auto-tune purveyors catalogue. Each songscape wide-spanning with strings, keys, harmonic vocals and Carey's signature percussion. <a href="https://www.youtube.com/watch?v=3YHeFW43Ta4">Dark</a> starts the record with a tone-setting lament tackling love not lost but the fear of what would happen if it was. Throughout, the listener may drift away only to be catapulted back into the frame by the words hung out over the ocean or the instrumentation that has flown it out there. </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh0yYYAqzi_yGaStHZq9LSCjrFG1KiwMGQLDT9NSF9Ua0UJnEMmh_Rhh07LNQOdMi4lkyVJrGLiuFEFhGMW5n1fVk6Qs3hzb84SLCiEyAOF1C9KcsrPaZCx-AXPl94MJF8zwHuouQQkoTlto8lFuyIgvvJ92GspME4Qz7FuWiC-ueO4mjHoGDaUoZyM/s2500/Craig%20Finn.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1668" data-original-width="2500" height="214" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh0yYYAqzi_yGaStHZq9LSCjrFG1KiwMGQLDT9NSF9Ua0UJnEMmh_Rhh07LNQOdMi4lkyVJrGLiuFEFhGMW5n1fVk6Qs3hzb84SLCiEyAOF1C9KcsrPaZCx-AXPl94MJF8zwHuouQQkoTlto8lFuyIgvvJ92GspME4Qz7FuWiC-ueO4mjHoGDaUoZyM/s320/Craig%20Finn.jpg" width="320" /></a></div><p><b>A Legacy of Rentals by Craig Finn</b></p><p><i>"I had a suspended license and a court case coming up and the judge said he was seeing some patterns"</i></p><p>Craig Finn once recognized as the mad man fronting The Hold Steady with all the rock n roll glamour of a substitute science teacher (in a very good way), has certainly established new ground. Where the Steady hosted beer-soaked anthems, the author behind the stories has remained prolific in a more subdued manor. There still exist stories of youthful innocence (and the cost of it), small towns with big problems, drug transactions gone wrong and cold Minnesota winters spent elbow-to-elbow in warm bars. As Finn gets older in age his story telling remains rooted in what it's like to be young; for better or for worse. A man who has moved beyond his home town without for a minute forgetting the spirit that makes places where no one wants to live so charming. Finn, a lover of all things rock, has a ear for prose that somehow continues to blend nerd-culture with unapologetic debauchery. <a href="https://www.youtube.com/watch?v=AgQn6hpYF2A">Messing with the Settings</a> serves as a cousin of <a href="https://www.youtube.com/watch?v=IfZt4JRKtN0">God in Chicago</a> if not a bridge from <a href="https://www.youtube.com/watch?v=gy9s7zUjRrw">All These Perfect Crosses </a>stringing together the grace of Finn's last five solo narratives like Christmas lights on a beat up duplex. There are worn out heroes, insightful drunks, misunderstood junkies, lost souls, survivors... and there always seems to be a fish tank; all within a metaphorical mile of a dive bar somewhere adjacent to Hennepin..... and the cops are always right around the corner. </p><p>Thank You for Listening.... See You Next Year!</p><p>Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-54360763135868811602022-08-13T08:55:00.007-07:002022-08-15T13:38:46.764-07:00Employee Value Proposition Revisited <p><span style="font-family: adelle; font-size: 12pt;"><span style="color: #2d2d2f;">“You gain strength, courage
and confidence by every experience in which you really stop to look fear in the
face. You are able to say to yourself, ‘I have lived through this horror. I can
take the next thing that comes along.’ … You must do the thing you think you
cannot do.”</span></span><span style="font-family: adelle; font-size: 12pt;"><span style="color: #2d2d2f;"><b></b><br />- Eleanor Roosevelt</span></span></p><p>As new CDC guidelines relax isolation constraints, there is a glimmer of hope that a reprieve from the <a href="https://blog.shrm.org/blog/a-post-pandemic-opportunity-for-partnership">COVID 19 Pandemic</a> is nigh. A call for return to office policy, amplified hiring efforts and emphasis on <a href="https://blog.shrm.org/blog/the-inevitable-great-resignation">employee retention tactics</a> will now fill the Human Resource megaphone. After so much adaptive work, we've been rewarded with a whole new set of responsibilities. The question as to whether HR leaders will get their own "time out" can only be met with the promise that a new day creates new opportunity.</p><p>So, as the new normal becomes the old normal again, it's time to focus on taking the learnings from the pandemic to lead us into a new tomorrow.</p><p>Pre-pandemic saw many organizations focusing on defining their Employee Value Proposition (EVP). The COVID derailment sidelined the focus on EVP. As opposed to picking up the aforementioned rough draft, why not start anew (more educated and better equipped)?</p><p>It's time to redefine your organization's EVP! </p><p>There are three levels to an all-inclusive Employee Value Proposition:</p><p>1. Practical</p><p>2. Tactical</p><p>3. Measure of Inclusion</p><p><b>Mission, Vision and Values</b></p><p>Maybe your organization began in 1920 and the original vision and values continue to serve as the foundation for responsible business practices. Other organizations may feel a need for a reset to better address the current state of their employee population. </p><p>Whether you are seeking a re-brand or a reminder of your organization's founding principles, the company's EVP should be grounded in your mission, vision and values. </p><p><b>Audience Adjacent Objectives</b></p><p>This is where the theoretical meets departmental goals. Here, it is imperative that your EVP has open objectives that can be applied directly to specific goals: The ability to scale ideology directly into the elements that make performance specific to one's personal gain. </p><p>Too often, we see executive speak float above the trenches with an inability to have a real impact on engaging employee perspective. The second rung on the EVP ladder has to feed systematic performance responsibilities (individually and for each group). </p><p>The ethical perspective now feeds the core elements of each job function.</p><p><b>Redefining Culture</b></p><p>Where organizational culture was once defined by ping pong tables and napping pods, the extension of the professional collective has taken on a much different significance. The emergence of social justice awareness, attention to employee well being and <a href="https://blog.shrm.org/blog/d-e-i-are-not-just-letters">Diversity, Equity and Inclusion</a> mandates have created a cohesive work identity that is not left at the office. </p><p>Passing one a beer is no longer a meaningful act of inclusion. Teams are being built through diverse skillsets and mindsets to create well-rounded approaches to project completion and revenue production. Not only is respect for fellow employees forming a more legitimate employee experience, the strategic relevance of work has reached an amplified dynamic. </p><p>As companies remain in hybrid mode we've seen a strong emphasis on <a href="https://blog.shrm.org/blog/dont-forget-to-remember-0">collaborative technology</a> that serves as the backbone of production while allowing in-person interaction to compliment progress.</p><p>Indeed, your organization's Employee Value Proposition is the focal point of what employees value.</p><p>In simple terms, core values are just words on a wall unless they have divine meaning to an employee's ethical compass. The company mission needs to scale to performance objectives unique to each employee. Employees are no longer concerned with happy hours; true inclusion is driven by professional interaction with merit in one's social perspective. </p><p>As we seek to define the next phase of workforce engagement there is a massive opportunity for Human Resource leaders to author objectives backed by systems to support and track progress. This is the only way to truly engage everyone!</p><p>Don't Forget to Remember,</p><p>Dave</p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-12118866378992347952022-05-26T12:04:00.008-07:002022-06-07T12:03:24.330-07:00The Inevitable Great Resignation <p>The LinkedIn network is run amuck with people posting new career adventures. I had questioned whether the <a href="https://blog.shrm.org/blog/maybe-we-wont-return-to-work">Great Resignation</a> was a theme more than a reality. I also questioned if mass professional exodus was a sign of disengagement or simply a trend to bolster individual empowerment. Make no mistake about it, the <a href="https://blog.shrm.org/blog/navigating-the-great-resignation">Great Resignation</a> is here. </p><p>There are a few distinct things that drive people from their job:</p><p>1. <a href="https://blog.shrm.org/blog/breaking-down-the-silos-where-bullies-thrive">Bad Bosses</a></p><p>2. Lack of Upward Mobility</p><p>3. No Alignment with Company Values</p><p>4. Ineffective Products/Solutions</p><p>What seems to have been over-looked in the malaise of the Great Resignation is that most of the above is avoidable through individuals taking ownership of their professional progression. Having a boss who seeks to limit your potential is of the worst part of professional existence. If you are passed over for multiple promotions your tenure is probably limited. To work for a company with a questionable commitment to elevated social worth can render your effort pointless. If you are bringing a product to market that doesn't work it is difficult not to feel like a fraud. These prompts to consider sharpening up the resume have always existed. The time tucked away in the COVID bunker has amplified the things that make work difficult, enter the <a href="https://blog.shrm.org/blog/post-covid-career-advancement">Great Resignation</a>.</p><p>As the COVID19 pandemic spotlighted the long ignored need for work/life balance, so now the Great Resignation has turned all heads in HR to enhance workforce engagement. How? What can we do to bring the tools to our workforce that will keep them engaged and keep the resume in the draft folder?</p><p><b>Carrots Not Sticks</b></p><p>There is a historical narrative that states: that which you which you wish to see repeated should be recognized. Not only is the sentiment of being thankful ever-important but the strategy behind rewards systems has evolved into driving performance. Through the COVID19 pandemic, companies had a built-in excuse to discard rewards. Those who made the sacrifice to prioritize employee well-being during the down times have seen sustained retention and improved engagement. People will always remember how they were treated in times of downturn, those companies who put "thank you" on-hold during the forced work-from-home experiment have seen mass-exodus in the return to office rebound. </p><p>To be recognized by one's peers drives intrinsic motivation and can amplify the profile of more-reserved superstars. Here, we see qualitative work emerging by recognition from those in the trenches where overly-consumed managers may have failed to see the potential in their direct reports. What's best is peer-to-peer recognition need not carry a fiscal value but can serve to bolster cultural engagement (especially in virtual work environments).</p><p>Where is manager spend allocated? Let's say each team lead is given $2,500 a quarter to serve their employees. They use a portion for team dinners, happy hours or pizza lunches. There might be contests that reward winners with a gift card for their effort. There are two issues that arise in this scenario: We are unsure of who is being recognized for what.... and budgets are disbursed to disparate programs. Employees have a slice of pizza over here, a gift card there and a bit of cash directly deposited to their bank account. </p><p>With a comprehensive points-based system, employees can combine their earning in each of the above mentioned categories. Now, a person can set goals to purchase a trip to Las Vegas as opposed to having unrealized rewards in fragments. </p><p><b>Intentional Career Development</b></p><p>There was a time when even HR Leaders were apprehensive about the amount of training they were bringing to their employees. The thought being that if they learned too much people would leave for other opportunities. Times have changed! These days rewards, incentives and upward mobility are tied to performance as well as behavioral dynamics. We all know that top performers don't necessarily make the best leaders so the question remains: how do we determine who our future leaders might be? The answer is fairly straight forward.</p><p>You can measure performance to objectives through quantitative initiatives (i.e. revenue improvement). If you develop modules for recognizing qualitative behaviors alongside quantitative measures you can corelate corporate citizenship scores next to revenue components to find the leaders of tomorrow. </p><p><b>Ownership Sharing </b> </p><p>Some companies give out stock options, others participate in revenue sharing, certain places give a healthy 401k contribution and others simply have robust compensation packages. What one is paid is a baseline qualifier. There is always a company that will likely pay you more but a pay check is, now more than ever, only part of the deal. Culture, upward mobility, flexible work and corporate citizenship are equally important to pay equity among the current workforce.</p><p>To have your opinions heard and applied is a form of influence sharing. Knowing the work you do contributes to making the world a better place gives one the energy to jump into work each day. If your CEO proves to be a genuinely caring person it is unlikely you would leave her workforce to chase more money. These concepts may seem divinely simple, but in times of chaos, simplicity wins.</p><p>It feels like the world is in the midst of a restart. What an opportunity to recreate your organizational purpose and establish the <a href="https://blog.shrm.org/blog/our-time-is-now-0">Human Resource function</a> as the driving force behind making the world a better place. </p><p>So what are you waiting for?</p><p>Thank You for Reading!</p><p>- Dave</p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-28736991496942997142022-02-23T12:58:00.004-08:002022-02-23T13:13:16.685-08:00Our Time Is Now!<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEiJfv84hNgfRpbFyqiXvcPMS1-gtPWWZNzHcBTFLjMXIK8EZHT-MVXRO3JgF7MabkWNp3O8FV2r8nq7S9R9MgnAosNgkZ0Px-HsaSxBq7b-zCvU5JJNyb-RbJHqUB5BxVAmiihoTglfGLz0r_87E7pRrFXnFDUbc-0iMqEBxXYmtoTmPEcL9OT7RJIp=s1280" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="605" data-original-width="1280" height="151" src="https://blogger.googleusercontent.com/img/a/AVvXsEiJfv84hNgfRpbFyqiXvcPMS1-gtPWWZNzHcBTFLjMXIK8EZHT-MVXRO3JgF7MabkWNp3O8FV2r8nq7S9R9MgnAosNgkZ0Px-HsaSxBq7b-zCvU5JJNyb-RbJHqUB5BxVAmiihoTglfGLz0r_87E7pRrFXnFDUbc-0iMqEBxXYmtoTmPEcL9OT7RJIp=s320" width="320" /></a></div><p>Fatigue. That seems to be the word of the moment. Everywhere we are hearing stories of deteriorating mental health due to isolation and uncertainty. The COVID19 pandemic has prompted the practice of flexible leadership and workforce adjustment. Right when things seem to be returning to "normal", they revert to stagnation. All of this weighing on employees, managers, executives and (especially) Human Resource professionals. Per usual, HR is called upon to play middle (wo)man in connection with the news of the day and how it effects organizational strategy. Each day a new challenge. Each processes implemented half way and then adjusted.... rinse and repeat. </p><p>As the sun peeks over the mountain and the bunker doors open are we actually going to get back to more predictable function? Time will tell but ever-evolving change seems now to be an expectation more than a forward-thinking strategy. Assuming we are bound for better consistency, what can be learned from our <i>three </i>years of adaptation? </p><p>Humanity has been embraced in the workplace since the onset of the pandemic. Simply put, we all hit a point of fatigue at one point or another. Where once instruction would be to adapt, we've all thrown up our virtual hands without answers while working in silos. It turns out our forced acceptance of emotional intelligence may have taught us all to be a bit more logical in our expectations (and the asides that temper them). </p><p>So here we are. New badges being printed, rotating desk schedules published and the security team back on site. It's time to get <i><a href="https://blog.shrm.org/blog/dont-forget-to-remember">back to work</a></i>! We know the new normal will not be business as usual and the great return to human interaction will pose a new set of challenges. </p><p>All of us will need a bit of time to adapt. Mental health challenges will persist, management directives will have to be flexible and compassion from leadership is an expectation. So, what can HR do to position resources that may have been lost in the COVID shuffle? Instead of a return to the "same old, same old", I'd like to propose a few ideas that might help us learn from the past and endure for the long haul.</p><p><b>Offboarding</b></p><p>Ending an employment cycle comes with it's fair share of challenges. Companies are focused on growth so terminations and voluntary leave seldom garner a ton of attention. That said, knowing why employees leave or dismissing them with grace can mean a lot to a company's hiring and retention strategies. </p><p>Here's the first of a few potential enlightened strategies: Offboarding</p><p>We put tremendous focus on hiring and onboarding but do little to nothing for our company Alumni. Many departing employees leave due to poor relationships with their manager. Said relationship is often an offset of a manager keeping direct reports in silos. During the exit interview process, HR plays a critical role in understanding where toxic leadership exists. With the collection of feedback comes the responsibility to action plan. The Human Resource function is key to turning voluntary leave into a data set for retention improvement.</p><p>Terminations are a more difficult process. Employees tend to leave companies after being terminated with an unkind feeling toward their employer. What if we could make that process a little more graceful? By simply giving departed employees a trusted referral to a hiring agency you can turn an unfortunate fit into a course correction. This is a win/win for individuals and companies. Would you rather your employees struggle to perform in silence or help them rediscover their professional purpose? </p><p><b>Feedback Ecosystem</b></p><p>Employee surveys can be tricky. Acquiring candid feedback through surveys may fail to produce the desired result. Those taking the survey may be hesitant if the survey comes from HR (even if deemed confidential). Sharing feedback with managers can create a defensiveness that sends them back to their team to find out "who said boo" about them. Using surveys simply for the sake of company praise may miss an opportunity to find gaps in organizational performance. </p><p>Too often we see disgruntled employees taking to social media or chat rooms to slander their employer. This action might be taken as a last resort when employees don't feel heard. Employees tend to feel ignored when they provide feedback that is held against them or goes without action.</p><p>Here is another opportunity for HR to create a real time feedback ecosystem in which employees can submit an idea (or complaint) confidentially and have it addressed without judgement. To collect information, acknowledge the input and take action would drastically effect employee morale and improve retention. </p><p><b>Accountability Boosters</b></p><p>You may be familiar with The Office episode when Dwight deploys an accountability booster to help "fix mistakes" in the office. The premise absurd... or is it?</p><p>The past three years have been a time of employee empowerment across organizations. Individuals are <a href="https://blog.shrm.org/blog/inspire-desire-for-employee-engagement">celebrating their civil freedoms</a> and their individuality across the collective. It is important, however, to differentiate empowerment from entitlement. </p><p>Many people have left companies to participate in the gig economy or to start their own business. What happens if the sprint to greener pastures turns out to be a miscalculated stumble? </p><p>In order for companies to re-establish a healthy market position, individuals may have to take on opportunities for which they are over-qualified. People may have to start at the bottom. Teamwork, collaboration and selflessness will be essential to helping the economy rebound. We are all going to have to roll up our sleeves and dive in together to support the company mission.</p><p>Your ideas will be respected, your performance will be aided and we will all win together.</p><p>Our lives have been obscured since early 2020. No one could have imagined the immense responsibility companies would have to shoulder. Every individual has experienced mental health challenges while sheltering in place. As usual, Human Resources took it all on with grace and professionalism. Let's use the forced change management of the past few years to strengthen our strategic relevance. Let's keep moving forward!</p><p>The Time Is Now!</p><p>- Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-58629903301826397502022-01-20T09:00:00.008-08:002022-01-20T13:32:55.587-08:00Bold Leadership Through Strategic Resources <p>The <a href="https://blog.shrm.org/blog/dont-forget-to-remember">COVID19 pandemic has propelled many into involuntary leadership action</a> over the last 2 years. Navigating daily regulation inconsistency while addressing changes in work-from-home policy along with tempering the hiring and retention challenges of the <a href="https://blog.shrm.org/blog/navigating-the-great-resignation">Great Resignation</a> has made Human Resources the busiest department in every organization. SHRM's <a href="https://www.shrm.org/pages/cause-the-effect.aspx?_ga=2.172993763.1728877112.1642634632-1411810873.1607557242&_gac=1.60991454.1642018436.CjwKCAiAlfqOBhAeEiwAYi43F1Rqg9vua5i8JZ7t4YkQ4nEjrnKTIQp35PIAWBYbf6PFvaAgS2DnkRoCHNMQAvD_BwE">Cause The Effect</a> campaign is bringing attention to these unforeseen adjustments in the profession. Barely having time to catch one's breath is enough to keep any HR professional on the defensive. Today, I'd like to offer a few thoughts that might strengthen our long game strategy to lead organizations through this tumultuous time. </p><p>It seems every day is a moving target. Where can HR intervene to formalize a plan toward predictability? This means allocating the appropriate tools to drive strategy with data output to defend our strategic decisions. </p><p>It comes down to three principles: Training, Recognition & Performance Development.</p><p><b>Knowledge is Priceless </b></p><p>Most exceptional leaders have adopted a "never stop learning" ethos. This need to pull knowledge from the trenches is the lifeblood of any forward-thinking organization. The approach to employee training often side-steps voluntary knowledge attainment for the sake of mandatory information transfer. Much in the way certain college courses drive a "memorize and test out" format, training for the sake of training can fail to engage employees. We need to rethink the learning process.</p><p>Certain groups will need to develop product knowledge to bring to market, there are times when we'll need to demo/test drive technology and there are always the HR Policy videos that fall in the mandatory risk mediation category. These are the nuts and bolts of professional comprehension. But, after they are aware of how to plug in the toaster in the breakroom, many employees are seeking personal development that will lead to leadership ascension. It's pretty simple: what can we provide in order for our employees to become their greatest professional self?</p><p>There are a ton of TED Talks that can be added to your Learning Management System, how about giving your employees the opportunity to view these theories and to report on them in short form essay? One of the most impactful events I've heard of was an intern shark tank competition used to bolster product development. How about a company book club? Any and all of these voluntary exercises can serve to engage your employee's personal passion to further expose their hidden leadership potential. </p><p>The more we make training a stale requirement, the less employees will feel empowered to participate.</p><p><b>People Still Like Being Complimented</b></p><p>The world of Total Rewards has been second guessed over the last two decades. Large Global organizations may have a much more systematic employee rewards deployment than a company with ten employees. But, one constant remains: People like to have their achievements recognized! </p><p>In a time when economic consistency is ever-under scrutiny, qualitative behavior change initiatives are of paramount importance. Rewards for incremental development can no longer be ignored. Here, we have the ability to develop behaviors that will aid in long-term organizational development. As opposed to micro-managing short term results, the time to build employee behavior based in cultural development is nigh. </p><p>Recognition can encapsulate your organizational mission, vision and values or organically promote <a href="https://blog.shrm.org/blog/d-e-i-are-not-just-letters">Diversity, Equity and Inclusion</a>. Recognition can incorporate Well Being (mental, physical and spiritual) or similar comprehensive behavior change initiatives at each step in development. </p><p>Be mindful: people will always perform better when they know a Thank You will dovetail their effort!</p><p><b>Calling Out Failure Does Not Drive Performance </b></p><p>HR professionals are called upon to walk the tightrope between policy and engagement practice. As such, performance management has always been a messy part of the Total Rewards model. Employees enter into a contract that may be performance based, contradicting legality with motivational initiatives can land your company in a lawsuit. This is why the call to terminate performance reviews that erupted within the last decade largely failed. Simply put, contracts need to remain in place. </p><p>Our greatest opportunity exists in the ability to put management aids in place that guide excellence as opposed to being a fall back to approve terminations when merited. </p><p>Being a middle manager is a difficult job. Individuals are called upon to set team goals while side-barring performance metrics for individuals. The often over-worked manager may default to micro-management guided by negative review of performance as opposed to frequent course adjustments. At best, manager-to-employee meetings can be driven by the intrinsic path of completing goals as opposed to looking for (and addressing) shortcomings. </p><p>Managers can use the <a href="https://blog.shrm.org/blog/a-scarf-for-the-winter">SCRAF methodology</a> to understand individuals preferred path or simply start and end each one to one meeting with a compliment. We don't need a 78 category job function assessment to steer employees to promotion. What we do need is recognition of effort and guidance toward strength. Too often the simplicity of focusing on the good takes a back seat to cautionary discipline so as to provide employees warnings of potential pitfalls.</p><p>There has never been a more important time for leadership in the Human Resources profession!</p><p>Cause the Effect!</p><p>- Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-55282444244727312862021-12-22T13:22:00.002-08:002021-12-22T13:30:57.000-08:00Top 5 2021<p>Another year in isolation is good for only one thing: creative output. Indeed, any artist with access to a four track has amplified musical production over the past 21 months. Fewer shows, cancellations, the loss of elder songwriters, more zoom interviews and videos made at home. Grab a cup of coffee and your acoustic guitar.... it's time to channel your inner Bon Iver.</p><p>2021 brought us the return of <a href="https://www.youtube.com/watch?v=Tp3QJllluhU">Bleachers</a>, an homage to 80's pop and Bruce Springsteen. Little Jackie also produced every upstart pop star's record in 2021. Perhaps no one made a more apt quarantine record than <a href="https://www.youtube.com/watch?v=ChgFo74WxZ8">Bo Burnham</a>, full of mockery but astutely precise in reflection of this bitter sweet shitty time. <a href="https://www.youtube.com/watch?v=Xq_fZ2r4cj0">Damien Jurado</a> remained prolific (and sad). <a href="https://www.youtube.com/watch?v=JGXxFSWewmw">Dinosaur Jr</a> returned to form never lost. Drake sucks, <a href="https://www.youtube.com/watch?v=fMjasXiIhiQ">Ye</a> rules! <a href="https://www.youtube.com/watch?v=jhqYegdFvwE">Nada Surf</a> snuck in some nice little songs for the lovers. <a href="https://www.youtube.com/watch?v=zJdYlUiWAVY">RADIOHEAD</a> <a href="https://www.youtube.com/watch?v=4LtQxA_ooLk">Tay Tay</a> <a href="https://www.youtube.com/watch?v=Lqvwm3zAILI">Tyler</a> <a href="https://www.youtube.com/watch?v=B3OEofsCur8">War on Drugs</a> & <a href="https://www.youtube.com/watch?v=RA5P5LobV3s">Weezer</a>.</p><p>Maybe you saw a show or two and maybe some shows got rescheduled for 2025 or maybe your favorite artist died or maybe someone you loved became a COVID denier and sued a lady for $11. Strange days are these. </p><p>May the new year find you under a tree covered by headphones, poolside with the radio on high or rocking out in your car. </p><p><u>Here are the top 5 albums of 2021:</u></p><p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEjjcGPFZD-Hv91FKvgmahFFa0dSBAm_eh3XzS9F5YWihLxOdXMa25pGUhVNS1AiTgyV0sETL-FUXFlPOKClwMZ6dzM5-Lg4mlkTsCuKQaAnheJc7jHUmh-FOXx8pGHR3zyFbVrkTxpCUsAo7sjr_viXnrLj5SkdRkMfWWoVgKTYo7Qc9N-bJaIQ1Py0=s412" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="412" data-original-width="275" height="320" src="https://blogger.googleusercontent.com/img/a/AVvXsEjjcGPFZD-Hv91FKvgmahFFa0dSBAm_eh3XzS9F5YWihLxOdXMa25pGUhVNS1AiTgyV0sETL-FUXFlPOKClwMZ6dzM5-Lg4mlkTsCuKQaAnheJc7jHUmh-FOXx8pGHR3zyFbVrkTxpCUsAo7sjr_viXnrLj5SkdRkMfWWoVgKTYo7Qc9N-bJaIQ1Py0=s320" width="214" /></a></div><u><br /></u><p></p><p><a href="https://www.youtube.com/watch?v=5MqVpgo8jEM"><b>5. History of a Feeling by Madi Diaz </b> </a></p><p><i>"I don't hate you, it's worse than that" </i> </p><p>Break ups bring us some wonderfully insightful music. Our narrator's heart hurts which reveals itself through sorrow and more than a few FU's. The crescendo on "Man in Me" is an emotional rollercoaster that will evoke tears and heart palpitations all at once. These reflections are drenched in remorse with an undertow of hope. They leave us with a feeling that having gone through hell might get us a step closer to heaven (unsure if any of it exists at all). Isn't this a perfect sign of our times?</p><p><b><a href="https://www.youtube.com/watch?v=7V-NZzbNWdk">4. Long Lost by Lord Huron </a></b></p><p><i>"There's a reason why I'm still living here though I can't think of it right now" </i></p><p>Lord Huron has consistently delivered quality song writing layered in acoustic strums and slide guitar shimmer. This record fades in on a scene of a ghost town littered with broken dreams and time gone too quickly. Each song invoking the years past with a nod more than a shake of the head. A long winding adventure through a myriad of emotions sonically present and distant in thought.</p><p><b><a href="https://www.youtube.com/watch?v=TXYXgf18QTM">3. How Long Do You Think It's Gonna Last? by Big Red Machine</a></b></p><p><i>"Is it insensitive for me to say 'get your shit together', so I can love you"</i></p><p>Few have been as prolific as Aaron Dessner & Justin Vernon in recent time. From their recreation of Tay Tay's catalogue with a more sparse indie flare, to the extensive side projects, the production support and their primary projects; these humble kings just keep their head down and let the music speak for them. <i>If only</i> that was a sign of our times. Invite Anais Mitchell, Sharon Van Etten, Fleet Foxes, Tay Tay herself and slew of others to the party and you have a collection of songs that occupy an individual space. All songs underpinned by Aaron's piano and Justin's ability to compliment others with his vocal accompaniment. </p><p><a href="https://www.youtube.com/watch?v=9UinEpwdGcA"><b>2. Pressure Machine by The Killers </b> </a></p><p><i>"Parents wept through daddy's girl eulogies and merit badge milestones" </i></p><p>You won't see this one on many year end lists. People expect The Killers to blast them with 80's vibe bangers not a forlorn concept album about an opioid ravaged small town. Brandon Flowers narrates a place stuck in time; parents seeking solace in bars absent of factory work while their children over-dose on a daily basis. High School heroes living in tents off the lone highway, the way out visible but too far to fathom. Another day, another fix in a barbwire town with barbwire dreams. Lights won't illuminate the dance floor, more so, a fading hue with little light at the end of the tunnel.</p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEhP3mFBBSKbEP-_GQjJ2Ic-3BEKqP2To6a18_1t7FVt123KBIa6u78LxFqPq6N4chKVEJ08fUzd3NhhMNmmDhWF8N7r8891RYtMqXODGl69AOQBhSoxVofMJ8sB3HjgGjKfWnFn-bT2Puqv7NDmDmLHO-37tFX8yyXPfHmZAGJzVYuizjaW396R16Sc=s800" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="517" data-original-width="800" height="207" src="https://blogger.googleusercontent.com/img/a/AVvXsEhP3mFBBSKbEP-_GQjJ2Ic-3BEKqP2To6a18_1t7FVt123KBIa6u78LxFqPq6N4chKVEJ08fUzd3NhhMNmmDhWF8N7r8891RYtMqXODGl69AOQBhSoxVofMJ8sB3HjgGjKfWnFn-bT2Puqv7NDmDmLHO-37tFX8yyXPfHmZAGJzVYuizjaW396R16Sc=s320" width="320" /></a></div><p><br /></p><p><b><a href="https://www.youtube.com/watch?v=S19BYUvnKjk">1. Home Video by Lucy Dacus </a></b></p><p><i>"He hadn't seen you since the fifth grade now you're 19 and you're 5'8" </i> </p><p>If 2020 was the year of Phoebe Bridgers, 2021 is the year of Lucy Dacus. The Boy Genius collective dominating the pandemic with home recordings that offer life shattering lyrics delivered in perfect pitch (the dichotomy alerting of present day confusion). "Hot & Heavy" brings our narrator back to the discomfort of lost love. "Brando" is a triumphant kiss off to someone seeking to mold a friend into someone they wish not to be (a misconception of cool, waived). "Thumbs" may be the most brutally revealing song ever written. Every track on this record is perfect in it's vulnerability while remaining self-aware. A triumph of the human spirit carrying us where ever we might be headed.</p><p>Until next year.... Thank You for Listening!</p><p>Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-33632449525491703412021-12-08T13:48:00.006-08:002021-12-08T14:27:22.999-08:00An Approach to Tomorrow <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEjUgARaHzNTfM4f6fzx21tFms3qtZyhuU9uoEnfpDChZDVjk0xWpsgxkrxrTlWVAEYXusYodhYbt9ko6Ge9uYYlMRrvQNJSPHNAkWHk57CDhgDSNM_QmCD7_4nIBx1oeotlB842a-dUwdsgGKTrbknmTEWZEqpTiFRHV9ahfcUuUOoLR5vpqjTNsPm2=s1280" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="720" data-original-width="1280" height="180" src="https://blogger.googleusercontent.com/img/a/AVvXsEjUgARaHzNTfM4f6fzx21tFms3qtZyhuU9uoEnfpDChZDVjk0xWpsgxkrxrTlWVAEYXusYodhYbt9ko6Ge9uYYlMRrvQNJSPHNAkWHk57CDhgDSNM_QmCD7_4nIBx1oeotlB842a-dUwdsgGKTrbknmTEWZEqpTiFRHV9ahfcUuUOoLR5vpqjTNsPm2=s320" width="320" /></a></div><div class="separator" style="clear: both; text-align: center;"><span style="text-align: left;"><br /></span></div><div class="separator" style="clear: both; text-align: justify;"><span style="text-align: left;">It's the time of year to plan for next year unless you've lived through the last 2 years. Indeed the New Year's Resolutions going into 2020 were hit with freight train of "oh no you don't", while most people probably didn't bother setting goals for 2021. Things learned from a few years of isolation might help build a better tomorrow: people are sick of arguing with avatars and the great resignation has been hit with the great reality of a less than perfect job market. With a few years of futility behind us and a variant for every Greek letter ahead, how is it possible to catapult into a new year with any hope? </span></div><p>We're alive and things, while complicated, show signs of normalizing. We might never go to an office again. We may have to adjust to<a href="https://blog.shrm.org/blog/how-covid19-jump-started-digital-transformation"> technology irrupting human interaction</a>. There may come difficult decisions with an uncertain end in mind. </p><p>... and at some point, we'll get back to living. Why not make that time now. </p><p>Can we allow humility to replace frustration?</p><p>Can we innovate against immobility?</p><p>Can we find a way to be grateful with so many simple pleasures being lost? </p><p>Yes, we can!</p><p><b>The Story Of The Man Who Survived Poor Timing</b></p><p><a href="https://www.nytimes.com/2021/11/30/technology/dorsey-twitter-big-tech-ceos.html">Every road to success has a long runway covered with failure</a>, regret and doubt. We tend to only get the tail end of the story. Michael Jordan did not make his JV Basketball team, Tom Brady was selected #199 in the NFL draft, most every tech billionaire fell on their face 100 times before finding their Big Idea. In all cases preparation and perseverance prevailed in the long run. But, what about these strange acts of god (or satan) that are unforeseeable if unavoidable?</p><p>There are certain things that are out of our control. In times of uncertainty we are some times forced to wait.... with only hope and luck in our back pocket.</p><p>Did you launch a business the 1st of 2020? Did a spell of bad luck cost you fortune or love or both? </p><p>Your professional consequence will often be the result of motivation and drive. However, the most overlooked characteristic of success is patience. Many find their opportunity and run it over with well-intended repetition. What we fail to understand is that our effort is some times best directed through letting go. When we lack control we find that tedium can drive evaluation of time spent wisely. </p><p><b>The Choice to Perform</b></p><p>The concept of the <a href="https://blog.shrm.org/blog/navigating-the-great-resignation">Great Resignation</a> has empowered many to believe they have aces in their hand. Unfortunately, some have forgotten how to play cards. The last two years have certainly brought individual empowerment to many (through elevated professional and/or social consciousness). Some have found their moment of empowerment has been met with confusion and ill-conceived opportunity.</p><p>In the midst of success the greatest attribute one can embrace is humility. To understand fortune despite earned distinction leads to humility. To be under-stated in one's labor-driven pride leads to grace. Grace is important. </p><p>Without chest-pounding or negotiation, to be grounded in one's current form is the definition of success. Simple success is often lost on those who amplify promotion of effort as the ultimate reward. </p><p><b>Forgetting Everything That Sucks </b> </p><p>If you wake up with the first thought in your mind being that your day is going to suck.... it likely will! Finding resources to validate your discontent is the easiest thing in the world. To be positive in the midst of the current state of misery is a truly unique capability.</p><p>Misery is a choice. If you surround yourself with negative thinkers and/or spend your time consuming media that provokes defensiveness, you are making unfortunate choices. There are some who consider optimism to be a form of naiveite, these are people who are too weak to accept the responsibility of trying to make the world a better place. Anyone can embrace negativity and never attempt to make up for life's shortcomings. </p><p>One day you may wake up feeling tired of always hating the dawn of another miserable day. Then it's time to do something about it. It starts with ending friendships with those who validate your excuses. From there, you'll need to develop distinct goals and a plan to achieve them. Finally there is the ever-difficult task of forgiving yourself for your failures.</p><p>And the sun shines brightly again (finally)! So, what are you waiting for? </p><p>Don't Forget to Remember, </p><p>Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-37601696552332985022021-11-18T12:11:00.010-08:002021-11-19T15:07:01.564-08:00Maybe We Won't Return To Work <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh5964RGt0ui14Y2gac_PzLy3LwsqXvhQpOdd857UbXuB_I01kdv4oGhxJTv1UVeAkpakIsPsT3Kta1HbiDvaM9nDgoACdXoQqYZQ_OaHtR5HUQwNMPCXzcqYWEdw0W2z4ayC77_kAmp64/s560/shrug.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="300" data-original-width="560" height="171" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh5964RGt0ui14Y2gac_PzLy3LwsqXvhQpOdd857UbXuB_I01kdv4oGhxJTv1UVeAkpakIsPsT3Kta1HbiDvaM9nDgoACdXoQqYZQ_OaHtR5HUQwNMPCXzcqYWEdw0W2z4ayC77_kAmp64/s320/shrug.png" width="320" /></a></div><p>For nearly 20 months, we've been pondering what the great "<a href="https://blog.shrm.org/blog/dont-forget-to-remember">return to work</a>" will look like. The COVID19 pandemic has caused the greatest disruption to the working world in recent memory. Fortunately, advances in technology, production work-a-rounds and nimble leadership have helped certain organizations maintain (if not thrive) amid chaos and uncertainty. With each working day in 2020 came another adaptation. In 2021, we've prepared ourselves for a return to normal. As a future without a perfect forecast lies ahead, we are all doing our best to keep our heads above water (intent on swimming again).</p><p>There assumed to be path where at some point, with the proper protocols in place, we would return to work as it was. That has yet to happen and we may have to consider that it won't.</p><p>Many workforces have maintained productivity. Commutes have gone away for some. Technical adaptations have been embraced. Some companies have found a way to strengthen revenue again. Many <a href="https://blog.shrm.org/blog/inspire-desire-for-employee-engagement">employees report being more engaged</a> than they have ever been. </p><p>Employees will return to offices, but in what form? Will remote work be a long-term solution (if even on certain assigned days)?</p><p>Will flexibility in where we work strengthen leadership trust or is line of sight still a requirement for certain positions?</p><p>If companies were able to close physical locations what would the cost analysis look like?</p><p>If employees were able to cut down on business travel what would the financial impact be?</p><p>So many questions evolving and still so few iron-clad answers. </p><p>If we can learn from what worked during the great work-from-home experiment and pair those learnings with what worked best pre-COVID, we might evolve a greater workforce.</p><p><b><a href="https://blog.shrm.org/blog/how-covid19-jump-started-digital-transformation">The Ever-Evolving Importance of Technology</a></b></p><p>When the work-from-home interruption arrived, companies who had a well-formatted tech stack were able to pivot with greater efficiency. As the pandemic moved to a longer-term disruption, the process of inventorying the tech stack became a priority. Companies made efforts to consolidate technical tools while simplifying protected access points. This forced efficiency made for a virtual employee experience that amplified production: more tools that are easier to find under an inter-related business strategy. Some companies were ready from the get-go, others have caught up. </p><p>The question circles around which applications are business-critical vs the sunk cost of under-utilized installations. </p><p>Here's where we are seeing necessary impact:</p><p><b><i>Collaboration</i></b></p><p>Where are employees interacting intent toward project completion? How are we measuring contribution and how does that relate to goal setting?</p><p><b><i>Training</i></b></p><p>Delivery of developmental content is increasingly important. Employees are looking for daily learning opportunities that won't take them through hours of "read and test out" repetition. </p><p><b><i><a href="https://www.biworldwide.com/employee-engagement/employee-recognition/">Recognition</a></i></b></p><p>The world has been turned upside down while the workload remains. In order to stay productive and engaged, employees need carrots not sticks! </p><p><b><a href="http://afsp.org">The Now Unavoidable Mental Health Imperative</a></b></p><p>Isolation causes a number of different mental hurdles. Sure, people may not miss 3 hour commutes but they would likely revert for a little human interaction. We're all tired of zoom screens and cell phone conversations from the porch. Simple fact: people need people to thrive!</p><p>The opportunity exists in companies benefitting from the trust built during the work-from-home experiment. In many cases, employee productivity was amplified without being under the watchful eye of their managers. Whereas managers who have led through control were rendered obsolete. The world now has a comprehensive case study that people can get things done on their own schedule as long as trust drives manger/employee relationships. </p><p>Employees are happier and more productive. How can we sustain engagement without breaking the trust agreement as in-person work resurfaces? </p><p><b>Discovering Greater Meaning in Work </b> </p><p>The <a href="https://www.biworldwide.com/strategy/behavioral-economics/">Behavioral Economics</a> concept of Dopamine Effect shows us that when employees are recognized for meaningful work their brain releases dopamine. This effect causes individuals to find inspiration to try harder and extend beyond their perceived limitations. If you are sitting at a lap top in your living room interacting with people who are driving meaningful concepts into the marketplace, your motivation and engagement will sky rocket. To the contrary, If you schlep around an office from meeting to meeting without an ounce of purpose, you'll likely be looking for another opportunity.</p><p>WHERE you work matters far-less than WHAT work means to you. The answer to getting the world back to work is not contingent upon returning to an office or staying at home forever. People need to know that they are doing work that matters and to be <a href="https://www.biworldwide.com/rewards-marketplace/">rewarded </a>when they prove what matters. </p><p>Let's stop wasting time saving our motivation for the great return to normal. Keep what we need and discard what we don't.</p><p>Don't Forget to Remember,</p><p>Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-74644307284044162002021-09-28T14:11:00.002-07:002021-09-29T07:14:40.023-07:00Navigating the Great Resignation <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhEige3mKxggKWFLoLnHuErJ4c-cdtFv3Tc2dJPEUVJ5l1Qlf94ibRQ_r8wchcQQXQVwelBetaXwKwZjjRvCm078M3zw5SmKUT8B6zfLt_CuHh9X_ObH6TOdI2681AOIwI7IfBHnCluv-I/s700/DontQ2x2-Kitchen-orange2_700x.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="700" data-original-width="700" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhEige3mKxggKWFLoLnHuErJ4c-cdtFv3Tc2dJPEUVJ5l1Qlf94ibRQ_r8wchcQQXQVwelBetaXwKwZjjRvCm078M3zw5SmKUT8B6zfLt_CuHh9X_ObH6TOdI2681AOIwI7IfBHnCluv-I/s320/DontQ2x2-Kitchen-orange2_700x.jpg" width="320" /></a></div><p>We've all been bombarded by the forthcoming Great Resignation since the COVID19 shut down. The sentiment being that companies need to adapt to the requirements of the evolving workforce to keep the lights on (in the office to which no one is going). A recent <a href="https://www.cnbc.com/2021/09/27/the-great-resignation-make-these-financial-and-career-moves-before-you-quit-your-job.html">Harris Poll </a>determined that 66% of Americans are interested in switching jobs. Along with this rhetoric comes the call for organizations to allow flexible work, adapt a new tech stack and to change management styles. There's only one problem..... no one is quitting their corporate job. </p><p>It could be that the uncertainty of times is forcing people to keep jobs they dislike (hasn't that always been the case)? Maybe go getters who thought the job market would be vibrant with opportunity have discovered otherwise? Is it that those who had gotten comfortable in their profession didn't realize 100 other qualified professionals would be interviewing for their "dream job"? We may also have to entertain the concept that companies have actually done a decent job engaging their employees? </p><p>After the <a href="https://www.federalreservehistory.org/essays/great-recession-and-its-aftermath">great recession of 2008</a> corporations were forced to eliminate jobs, cut wages and decline bonuses. Things are different this time around. We've seen our fair share of hiring freezes and furloughs but empowerment of employees has proven resilient. What we have witnessed is an evolution of what is important to the working public: </p><p><span style="font-size: medium;"><i>Financial expectations have taken a back seat to meaningful work, company missions are driving motivation beyond the almighty dollar and advancement through quality work is debunking workplace politics. </i></span></p><p><b>Now That The Watercooler is Empty</b></p><p>I recently read a post advising that one cannot advance in an organization without networking internally. The premise based in having lunch and participating in post-work activities to enhance one's personal "brand". With the "watercooler" now shut down and people working in silos, networking has been abandoned to focus on the work being performed. Imagine that, people being promoted based only in the merit of their performance?</p><p>The flip side reveals an unfortunate truth. As the workforce gets back to the office the option to work from home may remain supported. While one can continue to exercise this option, their ability to ascend the organization will become less likely. This is an excellent option for those who prefer <a href="https://blog.shrm.org/blog/a-scarf-for-the-winter">Autonomy over Status</a> but in order to have influence, you'll need to be present. Sad but true! </p><p><b>Where Is Everybody?</b></p><p>As we talk about the great resignation, one consistency has never changed: <a href="https://www.biworldwide.com/research-materials/thought-leadership/2014/new-rules-employee-engagement/">people don't leave companies, they leave bosses</a>. All the perks, wonderful culture and leadership vision are irrelevant if one's boss seeks control as a form of management. Workforce research can depict what needs to be done to retain and attract all star talent but if you allow managers to continue to bully employees, exodus is certain. </p><p>With all the misfortunate of the last 18 months, if the downside presents an opportunity to dispel micromanagement, our time in exile may have been worth it. If we are to admit opportunity to job hop will be greater than in the past, focus on responsible management is a must. With the continual emphasis on <a href="http://afsp.org">employee mental health</a>, organizations cannot be true to policy without holding managers responsible to treat their employees with mutual respect. </p><p><a href="https://www.biworldwide.com/employee-engagement/employee-recognition/">More carrots, less sticks! </a></p><p><b>Maybe My Job Doesn't Suck... ?</b></p><p>Hindsight is an interesting thing. I've experienced so many people who were actively engaged in a job with a great company that left to look for a "new challenge". Careful what you wish for! Sometimes we take for granted a great job under the illusion that something perfect is out there. No job is perfect. If you have 10 objectives for work and 7 of those are firmly met, you may just be living your best work life.</p><p>If your job is intolerable, no amount of money is worth the detriment to your mental health. If you are able to work with a certain degree of trust for a company whose mission pulls at your heart strings, this might be as good as it gets? </p><p>Every job has its pros and cons. No boss is perfect. Products will fail. People will let you down. There will be unfair promotions. Some days will be tough and others will prove rewarding. We spend the majority of our waking lives at work, it's probably a good idea to find a place where you can challenge yourself with a certain degree of harmony. </p><p>The pandemic has weighted us down with a thousand opinions of where the workforce is heading. The most trusted source in determining the future is no one other than yourself.</p><p>Don't Forget to Remember, </p><p>Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com1tag:blogger.com,1999:blog-7378472625613865998.post-33301052881967124062021-08-16T11:01:00.003-07:002021-08-16T11:08:22.250-07:00Workforce Engagement 200.0 <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiSzLlnHO8p-FF7AS5PNl11nqto2bX9QMrJfqsMKlArxhJMDsDH0SqhV-WFsQyKXa2z666V505ZujopCSuPLk-uUy1xU4QaytkMiNixFetPyreFrdbZMiGIfMesJH1p0h-UElCPA0GhZGs/s282/bunker.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="179" data-original-width="282" height="179" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiSzLlnHO8p-FF7AS5PNl11nqto2bX9QMrJfqsMKlArxhJMDsDH0SqhV-WFsQyKXa2z666V505ZujopCSuPLk-uUy1xU4QaytkMiNixFetPyreFrdbZMiGIfMesJH1p0h-UElCPA0GhZGs/s0/bunker.jpg" width="282" /></a></div><div class="separator" style="clear: both; text-align: center;"><span style="text-align: left;"><br /></span></div><div class="separator" style="clear: both; text-align: center;"><span style="text-align: left;"><br /></span></div><div class="separator" style="clear: both; text-align: justify;"><span style="text-align: left;">We've all been <a href="https://www.linkedin.com/pulse/3-realities-returning-office-david-kovacovich/?trackingId=O81B9kQlTqez6bsBkBX8Tw%3D%3D">sitting in our home offices</a> for a year and a half pondering the return to our corporate enclaves. For some, the office has opened back up, this means commutes are back and formality might over-ride flexibility. Others may have embraced the work-from-home ideology as permanent, this means longer working hours as lack of commute and in-office distractions free up more time for extra project work. Then there are those who tried to go back and were thwarted by the delta variant. Another group has reconsidered long-term work-from-home structure and have re-opened the office to those "willing to volunteer". </span></div><p>Uncertainty makes it hard to put mandates in place. Leaders have been forced to make organizational decisions without conclusive data; harming their popularity. Employees have a wide variety of opinions about the future of work and sitting at the lap top for 12 hours daily gives them time to interlude to 10,000 <a href="https://blog.shrm.org/blog/a-post-pandemic-opportunity-for-partnership">articles on the subject</a>. </p><p>I talked to a Human Resources Executive at a major Life Sciences organization the other day, her insight was astounding. "At some point we have to trust that our employees are adults and that they are going to make adult decisions for the betterment of the cause". She continued, "all the policy in the world is not going to build trust across our employee base. We have to believe that individuals understand the importance of their role and honor their team members to fulfill the expectations of their job". Seems simple enough. Could it be that if we allowed our business units to "police" themselves there may be a revelry of self-empowerment? </p><p><b>WFH v In-Office</b></p><p>I've seen some stunning opinions around work-from-home versus in-office efficiency models. It's obvious that there are certain roles that absolutely require in-person interaction. Other roles may serve the organization from afar with greater productivity. There is the argument that saving 3 hours a day from commute time can be dedicated to extra work. Some believe time in the office with thousands of others only distracts the individual from core job focus. </p><p>The primary debate comes down to financial well-being. We see organizations offering complete work-from-home (and often relocation) opportunities with the caveat of reduced salaries. This begs the question.....</p><p><b>Does it cost (or save) the organization money when one chooses to work from home?</b></p><p><u>Here's a potential breakdown:</u></p><p>1. Cost of Office Space: Let's say an organization owns 25 buildings that are 35,000 sq feet at $5 per square foot per month. If you closed half of these buildings the savings annually would be over $1,000,000.</p><p>2. What about the cost of office supplies, in-office dining, system security and facility utilities?</p><p>3. Commuting Costs?</p><p>.... without having to eliminate offices altogether, reductions could save the organization money while improving <a href="https://blog.shrm.org/blog/a-new-path-to-employee-engagement">employee engagement</a>.</p><p>With the above parameters in-mind, why would employees have their salaries decreased for working from home?</p><p><b>What Do Employees Really Want?</b></p><p>I don't believe any employee wants to work in complete solitude. You'll note the flocking to restaurants as COVID restrictions were initially lifted. People, for the most part, are tired of sitting around at home. However, this doesn't mean that a total return to workforce as it was is necessary. </p><p>Without physical work spaces, the frills of ping pong and yoga rooms lost luster, was it ever there?</p><p>Cash bonuses for hopping companies seem to have a limited shelf life. </p><p>To mirror the aforementioned HR Executive's insight, what people want to is be trusted to do great work!</p><p><b>Train, Trust and Thank! </b> </p><p>I've spoken to several HR Professionals who admitted that their organization offered just enough training to keep employees progressing but not enough inspire them to leave. That concept always seemed bonkers. In this day-and-age people are thirsty for knowledge (not only that which improves their core performance but anything that will inspire new thinking). TED Talks and Master Classes are being offered up to inspire individuals to think different. We've seen e-learning offered up in <a href="https://www.biworldwide.com/sales-team-motivation/learning-training/">"learning snacks"</a> as daily quick hits 5 minutes at a time. There has also been an evolution of "soft skill" development to inspire the leaders of tomorrow to create a fully stocked toolbox.</p><p>Transparency took an involuntary front seat during the COVID19 pandemic. Leaders had to step out in front of their employee base and address questions that ranged from <a href="https://blog.shrm.org/blog/employee-empowerment-straddling-the-recognition-of-employee-personal-brands">Human Rights</a> to Science to Politics (not to mention the core elements of what helps the company thrive). The Manager/Employee relationship has evolved beyond work as mental health has been destigmatized. Our time working from home has taken the veil off workforce formality and it won't likely be replaced.</p><p>There is one thing every person wants to hear: I'm Proud of You! It's a terminology that has to be earned to be genuine. 10 years of work and a thousand achievements culminate with a simple conversation with one's boss that reveals those 4 words. It's also a two way street... Managers need engage their employee's trust to earn the right to use those words.</p><p>Maybe it's time to stop over-thinking workforce engagement and simply trust our employees to be responsible adults.</p><p>Here's to moving forward safely!</p><p>~ Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com1tag:blogger.com,1999:blog-7378472625613865998.post-41812780467235867172021-06-25T13:19:00.007-07:002021-06-25T13:41:59.297-07:00Employee Desire <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgUz6cSfxFOH8XRM0RXYZ2rDM2mViL52ahSAe-hLCmIVC5dKzPwC4pfsiX2VDonjPc7cdr6dWLFb-sb_-VM_OyjZIElE9yuf2j0zh-cn3sNbyuZxnT8AIHoeDcI2o-EKaZR1CVxztBepPk/s750/desire.gif" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="497" data-original-width="750" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgUz6cSfxFOH8XRM0RXYZ2rDM2mViL52ahSAe-hLCmIVC5dKzPwC4pfsiX2VDonjPc7cdr6dWLFb-sb_-VM_OyjZIElE9yuf2j0zh-cn3sNbyuZxnT8AIHoeDcI2o-EKaZR1CVxztBepPk/s320/desire.gif" width="320" /></a></div><br /><p>For 15 months I've been documenting the ever-evolving workforce experience <a href="https://blog.shrm.org/author/8266">via this blog</a> (and others). We've been through a hundred different layers contrasting hope and uncertainty. There are those who have found positivity in solitude while others have been chomping at the bit to get back to seeing other humans IRL. The time of emergence (at least for now) is upon us. </p><p>The pandemic has raised an interesting cross section of organizations embracing social issues while individuals overlapped the personal with the professional. Has the work-from-home conundrum taught us to synchronize individuality with collectivism or will we revert to cubicle farm cheese chasing? </p><p>We've toyed with a million turns of phrase to address <a href="https://www.biworldwide.com/employee-engagement/">employee engagement</a>. Call it what you will, put technology in place, gather people in celebration (virtually or in-person), survey employees, action plan for success, focus group, mentor, train, innovate, succession plan, design path to promotion, hire more, fire less and<a href="https://www.youtube.com/watch?v=oP9UJPZOS9Y"> the world will be a better place.... for you.... and me!</a></p><p>Employees are individuals and as an individual you are called to action by one emotion:</p><p><a href="https://www.youtube.com/watch?v=z8rQ575DWD8">DESIRE</a></p><p>The aforementioned constructs are necessary, but if you can inspire desire, then we're heading somewhere refreshingly unique.</p><p><b>Tapping Into Individuality</b></p><p>We live in a time when individuals have social brands that are more prominent than those of the organizations for whom they work. CEO's are marching in the streets with their employees. Individuals are literally wearing their cause-driven ideologies into the office. There was a time when work was a place for organizational objectives and one's thoughts on social issues were foe paw in the conference room. Times have changed. </p><p>During the pandemic we've met our co-workers (and customers) kids, pets and partners. Social feeds have been up all day between zoom calls. The formality that deemed people unprofessional if their dog barked on a conference call has been replaced with a hat tip to one's mental health.</p><p>What if we embraced people for who they are? If we allowed individuals to like what they like or don't like and left judgement aside. Maybe if we started the team meeting with some personal interaction we'd realize that the key to collective success is having a team of varied disciplines. If we stopped judging one another for who we are and concentrated on our contributions to the professional cause we might realize that everyone has value.</p><p><b>Recreating The Workplace</b></p><p>There is no certainty about <a href="https://blog.shrm.org/blog/the-future-of-work-0">the future of work</a>. The learnings in the work-from-home experience have shown <a href="https://hbr.org/2017/01/the-neuroscience-of-trust?utm_medium=social&utm_campaign=hbr&utm_source=linkedin&tpcc=orgsocial_edit">that people can be trusted</a> and can actually get a lot done when working in their pajamas. Many of us are sick of sitting around nonetheless. We may have to shave, pick up our button up gear from the dry cleaner and get back in the automobile. It's been nice to commute 15 steps to the lap top but I'd like to think everyone misses seeing their co-workers in the break room. Isn't it about time to get back to complaining about work at the local pub after 5pm aside co-workers?</p><p>We can take the best of both worlds and recreate our<a href="https://www.biworldwide.com/employee-engagement/employee-value-proposition/"> Employee Value Proposition</a>.</p><p><b>The Harm of Negativity </b></p><p>In this time of uncertainty we have to acknowledge a truth that has always been there:</p><p>Complaints Fill The Megaphone of the Unsuccessful</p><p>The last year has been brutal.... for businesses, for families, for individual mental health. We do, however, need to put our big girl pants on and get back to work. Quotas will go up, workplace safety will provoke uncertainty, managers will need to retrain their leadership tactics and employees will have to find courage. <a href="https://www.inc.com/steve-cadigan/i-was-linkedin-vp-talent-for-3-years-3-rules-employee-backlash.html">The challenge of getting back to work </a>will be nothing compared to what we've been through over the last 15 months. </p><p>We've installed technology to replace physical space, commuted less and given more love to the diverse employee population across the world. Now is the time to give back to the companies who helped us through the pandemic. </p><p>The Future is Here!</p><p>- Dave</p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-72908509267511905262021-05-12T09:29:00.002-07:002021-05-12T09:35:47.440-07:00The Great Engagement Tug of War <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDA-GOD1y4iH8-OrGF2gaTGEHu3eX-O2vy_lLmG9vaVCEsVtGDYBxf6wUR3U0HK-lzv_mJ7QIEeQrsd7NBPEP8xJaZry1NJ4AR5pzObNKodcP33ywcolVMYvxBmyJHVz0UStyWfNYJgIY/s720/tug-of-war-kidspot_orig.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="432" data-original-width="720" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDA-GOD1y4iH8-OrGF2gaTGEHu3eX-O2vy_lLmG9vaVCEsVtGDYBxf6wUR3U0HK-lzv_mJ7QIEeQrsd7NBPEP8xJaZry1NJ4AR5pzObNKodcP33ywcolVMYvxBmyJHVz0UStyWfNYJgIY/s320/tug-of-war-kidspot_orig.jpg" width="320" /></a></div><br /><p>It's been a while since there has been a topic that has lacked decision in a way the post-pandemic workplace continues to. Will we return to the office? How often? Will there be parameters for hybrid models? Each region, industry and individual organization seems to have their caveats that are ping-ponging policy.</p><p><a href="https://blog.shrm.org/blog/a-post-pandemic-opportunity-for-partnership">As we discussed last month,</a> the interpretation between policy and organizational strategy creates a huge opportunity for partnership between HR and Business Unit Leaders. Additionally, we'll see a continual reliance on <a href="https://www.biworldwide.com/employee-engagement/employee-recognition/">technology</a> as the backbone to guide culture and engagement. We all want to see our co-workers again. The once taboo cooler talk now seems like a welcome opportunity for those of us who have grown accustom to talking to our <a href="https://www.instagram.com/gigi_theboxer/?hl=en">dog</a> between zoom calls. We cannot wait to get back to company events and incentive trips to warmer cultures. </p><p>With all of the uncertainty in the air, an informal poll of social sites seem to reveal two opinions: </p><p>- Employees would like to continue to work from home (in some form)</p><p>- Managers cannot wait to get back into the office</p><p>Indeed, Human Resources will be tasked with making sure <a href="https://www.biworldwide.com/research-materials/blog/returning-to-work--inspiring-and-engaging-employees-through-a-critical-transition/">return-to-work polices are understandable</a>, that awareness of well being is at the forefront of the transition and that a technical roadmap is maintained. There is also an extraordinary void coming that will be beyond the control of policy or training.</p><p>FOMO is about to make a massive comeback.</p><p>Even with the most flexible strategies for hybrid work, here's the reality of the situation:</p><p><i>People who aren't in the room will miss out! </i></p><p>Get ready for a whole lot of touchy subject conversations. There will be those who do not feel comfortable sitting indoors with others near by. <a href="https://www.biworldwide.com/research-materials/blog/providing-clarity-around-covid-19-vaccinations-for-your-employees/">Some will choose not to get vaccinated</a>. Managers may seek to side step organizational policy. Lack of performance may be blamed on inability to interact in person (or the inverse). </p><p><b>Invite Yourself to the Party</b></p><p>We all know people don't leave companies, they leave managers. Most bad managers ignore Human Resources and silo their employees under their thumb. So much in the management profession is driven by the ethos that a leader cannot be vulnerable. Here lies an extraordinary opportunity to bridge the gap. </p><p>The Post-COVID workplace will call attention to Mental Health support. Some employees will feel uncomfortable returning to condensed spaces, others will miss the communal experience of the home office. Managers who think they can ignore partnership with Human Resources will find themselves stuck in the silo alone while their employees seek help directly from HR. </p><p><b>Your Technical Roadmap</b></p><p>The work-from-home experience has created <a href="https://blog.shrm.org/blog/how-covid19-jump-started-digital-transformation">hyper-focus on technology</a>: conferencing tools, collaboration spaces, social feeds, learning paths, goal setting portals and ways to appreciate employees are now standardized. </p><p>Are you going to turn it all off when people return to the office?</p><p>I hope not! There seems to be a misconception that technology replaces human interaction, this is a false premise. In fact, the backbone of all business interaction has existed in technology for 30 years. We will get back to in-person meetings, trainings and company events. The roadmap for it all is based in technology. </p><p>Utilizing the technology created in the COVID fire alarm is absolutely critical to maintaining a roadmap to success! </p><p><b>Get a Couch in Your Office</b></p><p>I'm not suggesting inappropriate executive privilege but you may need to play Psychiatrist for a day. Employees are going to need a safe space and HR is the first line of inquiry. Be prepared for employees to cross the HR line as never before. If you are available to meet employees in their time of vulnerability, trust will build a bridge to new partnerships.</p><p>Even Managers who may have been reluctant to engage HR mediation in business affairs will be looking for counseling. </p><p>As the office doors swing open for the first time, Human Resources open door policy will be the center point of organizational culture.</p><p>Don't Forget to Remember,</p><p>Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-51469137701239227222021-04-03T08:58:00.005-07:002021-04-03T10:32:29.539-07:00A Post-Pandemic Opportunity for Partnership <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiEFnJ5lOTsEE7Leus7HHDgdr8teK4O8hHvJt0DtwTzvz2hIJtbZHHzU95FtyjuwLDlnQM89_SQgTX0ZUdstChqXKr5OqbCZBcp80ZRvCQ3eDtOW2M127KYRxDepf83vFMV55ZWzEoLaCg/s2048/fist+bump.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1365" data-original-width="2048" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiEFnJ5lOTsEE7Leus7HHDgdr8teK4O8hHvJt0DtwTzvz2hIJtbZHHzU95FtyjuwLDlnQM89_SQgTX0ZUdstChqXKr5OqbCZBcp80ZRvCQ3eDtOW2M127KYRxDepf83vFMV55ZWzEoLaCg/s320/fist+bump.jpg" width="320" /></a></div><br /><p>As we emerge from work-from-home solitude and head back into the office, the role of Human Resources has never been more critical. In a time when policy foreshadows strategy all eyes are on HR. The workforce is crammed into the starting gate waiting for a bell to sound. Here are the big questions to ponder:</p><p></p><ul style="text-align: left;"><li>When will we return to the office and in what form?</li><li>How will we get back to lager organizational meetings and events?</li><li>Will <a href="https://blog.shrm.org/blog/how-covid19-jump-started-digital-transformation">the tools we've adapted to work from home</a> remain the backbone of our operating principles?</li></ul><br />There exists a reality beyond policy: Having been in neutral (or at least adaptation mode) for a year, unit managers will be chomping at the bit to get back to "normal". Quotas may be doubled, control sought to be exerted and mental health could be neglected again when the "time out" is over. Or will it? Here is where the control of policy from the Human Resources team presents an opportunity to bridge the gap between those controlling departmental strategy and safety. The learnings from the pandemic can drive us into a better workplace. <div><br /></div><div><i>Keep the least collaborative business unit manager in mind when reading the forthcoming scenarios and let's see if we can't develop a mind frame for partnership.... </i><br /><p></p><p><b>How To Avoid Return to Poor Practices</b></p><p>The work-from-home exercise of the last year has forced managers to embrace a trust mindset. Certain employees have thrived wearing slippers under their lap top where others may have prioritized Netflix over work. The aforementioned conundrum stifled work-from-home policies pre-pandemic. </p><p>Our opportunity is to help managers adapt a trust-first mentality while strengthening employee accountability. Employees across the globe have heralded the work-from-home experience as a time of self empowerment where micro-management had failed to produce. </p><p>How can we avoid certain managers reverting to control-based management? </p><p><b>Tools Drive Partnership</b></p><p>Managers who lead by control do not like sharing their leadership responsibility. Management by control is also <a href="https://www.biworldwide.com/research-materials/thought-leadership/2014/new-rules-employee-engagement/">the number one reason for employee departure</a>. Appropriate Performance Management strategy has been an ongoing discovery process and post-pandemic work will amplify it. </p><p>Here, technology can be the roadmap for success without being our sole point of professional existence.</p><p><b><i>Performance Management</i></b> - Managers can help employees set goals, track progress and course correct. There is also the opportunity encourage employee success through celebrating achievement. Too often we seek to manage performance through discipline. Employees have developed an enhanced awareness of mental health so smashing them over the head with rules and regulations upon return to the office will not work. We can use technology as the basis for goal setting and open a dialogue for improvement as opposed to documenting weakness. </p><p><b><i><a href="https://www.biworldwide.com/sales-team-motivation/learning-training/">Training</a></i></b> - everyone hates training. Will the return to work have an HR Professional in the front of a room by an airport conducting a two day seminar next to 580 powerpoint slides? During the COVID shut down employees trained virtually (often at their own pace) which allowed the requisite information to be digested. We can now adopt a hybrid model: pre-work for training preparation, in-person interactive workshopping and post-training to measure actionable knowledge acquisition. </p><p><b><i><a href="https://www.biworldwide.com/employee-engagement/employee-recognition/">Employee Recognition</a></i></b> - to reward in public and discipline in private has been a best practice of each company's best managers for decades. Unfortunately, the old style of rewarding simply does not resonate anymore. We need to develop strategic recognition programs that are data driven. Identify gaps in performance and emphasize result improvement. Reward frequently through the process not just for results. Create action planning within the chain of award progression to keep employees in the achievement mindset. </p><p><b>Emotional Intelligence is not Admission of Weakness</b></p><p>Even the toughest of our employees showed vulnerability in our 60 weeks of working from home. Most breakdowns met with an apology and a pledge to never let it happen again. This is backward. Allowing ourselves to pull back to veil of leadership creates employee trust and strengthens manager to peer relationships. Managers need to observe employee short-comings without using moments of weakness as an opportunity to exert power. Employees should feel welcome to engage in dialogue without having to invite HR in to mediate disagreements. </p><p>Our time in shut down has revealed that we are all capable of making adjustments. It would be a shame not to continue development as a basis for improvement.</p><p>Don't Forget to Remember,</p><p>Dave </p></div>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-5623090761802044002021-02-12T07:32:00.008-08:002021-02-13T09:18:32.959-08:00Post-COVID Career Advancement<p>Vaccines are being administered and with Spring a month away there is (finally) reason to be optimistic that a return to normal is in sight. </p><p><a href="https://blog.shrm.org/blog/how-covid19-jump-started-digital-transformation">What Will The Future Look Like?</a></p><p>Will we return to commutes, office clusters, airplanes and hotels? <a href="https://protect-us.mimecast.com/s/z2LdCpYPLjSzB9pvF2iFdz?domain=go.thechannelco.com">Will the benefits of the work-from-home experiment be adopted long term? </a></p><p>We can all agree that certainty seems to be the least certain thing in this day-and-age but with lack of certainty comes opportunity. Those fortunate enough to have emerged from the 2020/2021 pandemic healthy and employed will count themselves fortunate. Then what?</p><p>When we are all deemed fit to return to the office, what will your direction look like? <a href="https://www.thebalance.com/2008-financial-crisis-3305679">After the financial crisis of 2007/2008</a>, the corporate world saw mass exodus of employees who were sub-marginalized during the struggle of financial downturn. Some companies had lost track of <a href="https://www.biworldwide.com/employee-engagement/">Employee Engagement</a> while the understandable risk of staying in business became a stark distraction. When the opportunity to thrive professionally resurfaced, the companies who had kept their employees front of mind saw the benefit of a sustained workforce. Our recent pandemic may have been a holding pattern for many. So, where do we go from here?</p><p><b>Revisit Career Path</b></p><p>"Be So Good They Cannot Ignore You" - Steve Martin</p><p>We live in a time where social channels are full of those espousing employee advocacy often at the behest of the larger organization. I guess I'm uncool but I've always been grateful to any employer that gave me an opportunity to represent them. Emerging from the COVID-19 pandemic healthy and employed is the first goal. As the future moves us into the pro-active, what does your path look like? Will you sharpen up the resume to see what the markets bares or look for internal opportunities? At some point, we'll move from defense to offense and opportunity will drive again. Why not start planning now.... ?</p><p>The worst mistake I'd made in my career was not having a back-up plan. I was loyal to a company to whom I wore out my welcome. I didn't get fired but my ascension plateaued. I was fortunate to have time to plan for the future (many are not). That being said, progression starts with performing in one's current position to the fullest expectation. Your work will speak for you from there.</p><p>Start mapping your future today. It may be six months before mobility (externally or internally) becomes a course to navigate but when opportunity knocks you should be ready. Don't wait for others to determine your future. </p><p><b>Share Your Success</b></p><p>"Happiness is Only Real When Shared" - Chris McCandless </p><p>Organizations are run-amuck with internal competition. Spirited performance measurement drives us all. Even those who identify as collaborative have friends who they wish to best on the leaderboard. Self-Actualization comes when you learn to share your success. You may be a Rockstar performer in your current position but if you are unable to blend soft skills and process orientation with results, finding a path to promotion may be difficult. Every manager loves a team member who is single-minded in their focus. Success in the shadow of other's failures benefits no one.</p><p>I've never met anyone who prioritized individuality over collectivism who found true success. He/she who dies with the most toys (does not) win! </p><p><b>Stay Under The Radar</b></p><p>"Work Hard in Silence, Let Your Success Be The Noise" - Frank Ocean</p><p>By far the biggest mistake I see new employees in any company make is falling victim to self-promotion. What's further discouraging is that said self-promotion involves a diatribe of validation before results have been produced. Anyone who tells you to make an impact in your first 90 days on the job is misguiding. </p><p>Work really hard. Be willing to fail. Learn from short-comings. Allow experience to create expertise. Let your work speak for itself.</p><p>Picture yourself walking back into an office: hair shaped nicely, clothes pressed and a smile on your face. </p><p>Where will you be?</p><p>Why aren't you there now?</p><p><br /></p><p>Don't Forget to Remember,</p><p>Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-12376343486666751142020-12-31T07:56:00.001-08:002020-12-31T08:05:09.425-08:00Top 5 - 2020 <p>Yea, we know, 2020.... worst year ever.... blah, blah, blah. No concerts outside of the <a href="https://www.thechampagnejam.com/">drive-in</a> but tons of great music was recorded/released. </p><p><a href="https://www.clemsni.de/">Clem Snide</a> returned with a beautiful summer companion (with Scott Avett in tow) that'll make you laugh while you cry. <a href="http://www.americanaquarium.com/">American Aquarium</a> released a monumental ode to 2020 America with bitter reflection that will leave the listener a little less-innocent. <a href="https://www.npr.org/2020/08/10/901087572/the-airborne-toxic-events-mikel-jollett-recounts-his-astonishing-life-story">Mikel Jollett</a> wrote a memoir with a musical companion that documents poverty, abuse and (ultimately) personal freedom. <a href="https://pinegroveband.com/">Pinegrove</a> created a gem of a sophomore release. <a href="https://christianleehutson.bandcamp.com/">Christian Lee Hutson's</a> debut (produced by Phoebe Bridgers) made for some wonderful easy listening over uneasy topics.<a href="https://www.youtube.com/user/ajjtheband"> AJJ </a>were early to the game with their most-polished record accurately warning us that it's gonna be a bunch of bullshit too out in Sweet 2020!</p><p><a href="https://podcasts.apple.com/us/podcast/killer-mike-part-1/id1529346075?i=1000500930935">Run the Jewels</a> created the soundtrack to social unrest. <a href="https://www.che-noir.com/">Che' Noir</a> revealed herself as the greatest rhyme smith of all time with the help of Apollo Brown.</p><p><a href="https://andyshauf.com/">Andy Shauf </a>made an entire album about a night at a bar. Beach Bunny's "<a href="https://www.beachbunnymusic.com/">Honeymoon</a>" offered a whole buncha sweetness. <a href="https://www.nytimes.com/2020/01/15/arts/music/bill-fay-countless-branches.html">Bill Fay</a> returned after a long hiatus with the beautifully constructed "Countless Branches". <a href="https://www.youtube.com/watch?v=HJvIQv9xZqg">Bright Eyes</a> reminded us that Lil' Conor is still one of our greatest storytellers. Ian MacKaye debuted <a href="https://coriky.bandcamp.com/album/coriky">Coriky</a>. The ever-prolific <a href="http://damienjurado.com/">Damien Jurado</a> released yet-another collection of sad songs for old friends. <a href="https://dandeacon.com/">Dan Deacon</a> made a wonderful morning companion for your walks through the garden. The John Roderick powered <a href="https://www.indiegogo.com/projects/western-state-hurricanes-debut-lp#/">Western State Hurricanes</a> re-recorded some old favorites. <a href="https://www.grandaddymusic.com/">Grandaddy</a> recreated The Software Slump on upright piano. <a href="https://www.youtube.com/watch?v=HcBdiGOUK2E">Wolf Parade</a> offered another power movement (I saw them live in 2020 - remember live music?). <a href="https://www.npr.org/2020/11/20/937113447/sylvan-esso-launch-new-podcast-shaking-out-the-numb">Sylvan Esso </a>nearly cracked the top 5 with the extraordinary "Free Love" (and an accompanying podcast). <a href="https://www.waxahatchee.com/">Waxahatchee</a> made a love letter to rural America for people who will never visit. Sufjan Steven's long awaited new record is really long. </p><p>The sisters <a href="http://haimtheband.com/">HAIM</a> dominated quarantine from home. <a href="https://www.francesquinlan.com/">Frances Quinlan</a> and <a href="http://www.hannahgeorgas.com/">Hannah Georgas</a> brought us songs for the long lament that was 2020. <a href="https://www.adriannelenker.com/">Adrianne Lenker </a>released 2 albums in follow up to last year's 2 albums and they're all good.</p><p>We lost <a href="https://www.youtube.com/watch?v=wO3Ctp4ke1s">Justin Townes Earle</a> and so many other song writing giants in this year of misery. From misery comes art.</p><p><i>"Yesterday I felt so much more than I feel now... standing in the window with my heart bleeding out.. they say the world keeps turning but still I have my doubts...</i></p><p><i>Will I be remembered for the love I made or everything I stole... the sun is going down and I'll be damned if it don't look like snow.... but the heavens on me hold no guarantee" </i></p><p><i>- Justin Townes Earle (1982 - 2020)</i></p><p>Here are the Top 5 albums of 2020.....</p><p><br /></p><p></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/YXoD_hIopkQ" width="320" youtube-src-id="YXoD_hIopkQ"></iframe></div><br /><p><b>El Capitan by Will Johnson</b></p><p><i>"There's no healing like moonlight, I am accustomed to this battle every night"</i></p><p>Centro-Matic's "Love You Just The Same" welcomes the listener in with a thumping drum beat and what seems to be a one-string walk down; perfect for my guitar playing ability. The narrator's voice was reserved, the lyrics well-thought out. Said narrator, Will Johnson, went on to play with many of<a href="https://www.youtube.com/watch?v=0uYZMawd5ho"> song writing's favorite children</a> all the while maintaining his humility in the dark corner of the stage. Hearing Will on <a href="http://joepugmusic.com/podcast/">The Working Songwriter</a> alerted me to El Capitan. This record is even more subtle than his past work. It takes a while to creep into one's soul and is a careful listen. Will crafts tales of loneliness with the comfort of a campfire. Laments from small town motel windows and stories of fallen heroes all draped under the moon in an empty sky. </p><p><br /></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/orXAg5dIMa8" width="320" youtube-src-id="orXAg5dIMa8"></iframe></div><br /><p><b>Folklore & Evermore by Taylor Swift</b></p><p><i>"Never be so polite you forget your power... Never wield such power you forget to be polite"</i></p><p>It's 2020, the world is on fire, and the last person who needs more recognition is Tay Tay Swift. The only thing that matters when evaluating music is good music. Tay Tay commissioned the production grace of The National's <a href="https://www.rollingstone.com/music/music-features/aaron-dessner-taylor-swift-interview-folklore-1033870/">Aaron Dessner</a> to build not one, but two, wonderful song books. With guest appearances from <a href="https://www.37d03d.com/">the Indie Rock elite</a>, the subdued production highlights perfect pitch and thoughtful verse. Even the teenage balladry seems relevant while the songs build from sparse to anthemic. The pentameter of vocal flow creating hooks all it's own. No one teased Lebron James for dedicating his life to honing his craft. Here, Tay Tay puts away the over-production and auto-tune to bare what is a master of her craft creating perfection. If you are willing to put aside your bias, these records will bring the horizon a little closer (don't worry I won't tell any one). In short, if you don't like Folklore & Evermore, you don't like music.</p><p><br /></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/i-Fpv6EqIX8" width="320" youtube-src-id="i-Fpv6EqIX8"></iframe></div><br /><p><b>In Sickness & In Flames by The Front Bottoms</b></p><p><i>"Good stuff is happening all around me, people are high fiving, people are freaking out"</i></p><p><a href="https://www.twitch.tv/thefrontbottoms">The Front Bottoms </a>are possibly my favorite band of all time so they are a mainstay in the top 5. If you enjoy a beverage and remember how to dance, this band is for you. TFB have the ability to make one laugh out loud and shed a tear all over the course of a two and half minute pop anthem. The youthful energy and fist-pumping debauchery veiled in a nod to learning from living make this, yet another, Front Bottoms masterpiece. We could all use some time on the floor of the concert hall right about now..... </p><p><br /></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/WJ9-xN6dCW4" width="320" youtube-src-id="WJ9-xN6dCW4"></iframe></div><br /><p><b>Punisher by Phoebe Bridgers</b></p><p><i>"I hate your mom, I hate it when she opens her mouth, it's amazing to me how much you can say when you don't know what you're talking about"</i></p><p>I love seeing an artist seize their moment. Safe to say, the expectations on Phoebe Bridger's sophomore release were monumental. She delivered with paramount fervor. Punisher is a thrill ride from song to song with perfect instrumentation complimenting Phoebe's angelic voice. The aforementioned grace hiding the soul-crushing lyrics that often make up the stories of love lost, resentment and betrayal. Singularly, you can pull twenty different verses from each song on Punisher to post on a tunnel wall. This is a simply outstanding effort from one of the best songwriters of our time. </p><p><br /></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/2rPC6oC_5rU" width="320" youtube-src-id="2rPC6oC_5rU"></iframe></div><br /><p><b>Notes On a Conditional Form by The 1975</b></p><p><i>"I've seen your friends at the birthday party, they were kinda fucked up before it even started, they were gonna go to the Pinegrove show, they didn't know about all the weird stuff so they just left it"</i></p><p><a href="https://the1975.com/">Notes On a Conditional Form</a> isn't a record it's an odyssey. A companion to 2018's <a href="https://www.youtube.com/watch?v=2O5hhBtdyhU">"A Brief Inquiry Into Online Relationships"</a>, the 1975 take us through 22 songs with a synchronized narrative. In a time when many bands only release singles, this work serves to visit every corner of the human psyche. Matt Healy bares his soul with inter-personal thoughts on abuse, recovery, love, failure and the missteps of his past. Each song drawn together through keyboard interludes serving as a lesson in humility the length of a Paul Thomas Anderson film. Any of these songs standing alone will serve as a dancehall banger; upbeat and celebratory. When strung together, this album serves as a love letter to youthful exuberance as well as a warning sign to the excesses our younger spirit presents us.</p><p>Thank You for Listening! See You in 2021!</p><p>~ Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-32144616563694891532020-12-23T13:02:00.005-08:002020-12-23T13:25:43.082-08:00What We've Learned in 2020<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjOwj2Nzrx-lTL6f5IZuMa8FAD6hzaoQsRh3EC0OvAPHH6OtczODdGtHGIE31KKKaAvEP63xHTXJPg9vjMg8GCtawFhUxNyEO3IBTDiOZVmcbe9_0sjhjlcbzd5uTKSJtdyBAAakCLxIj8/s1000/rising.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="600" data-original-width="1000" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjOwj2Nzrx-lTL6f5IZuMa8FAD6hzaoQsRh3EC0OvAPHH6OtczODdGtHGIE31KKKaAvEP63xHTXJPg9vjMg8GCtawFhUxNyEO3IBTDiOZVmcbe9_0sjhjlcbzd5uTKSJtdyBAAakCLxIj8/s320/rising.jpg" width="320" /></a></div><br /><p>It's that time of year when reflection and planning meet to flip the calendar. This year, it seems more important than ever to put the past away. At this time last year I predicted that <a href="http://davesweeklythought.blogspot.com/2020/02/2020-so-far.html">2020 could be the best year ever.</a> I had also written a blog preparing for work-from-home workforce transitions predicting a <a href="https://blog.shrm.org/blog/moving-toward-certainty-covid19">12 week office shut down. </a></p><p>Boy, Was I Wrong!</p><p>There has been so much wrong with 2020, how can we make it right again?</p><p><b>Informality </b></p><p>Many of us spent the better part of the year in our pajamas. Zoom calls were interrupted by pets and little humans. The roads were always open, airplanes were grounded and restaurants/hotels attempted to operate at a fraction of capacity. No long commutes, business travel, after work events or long days in the office... how ever would the workforce function? Turns out, pretty well!</p><p>As we enter 2021 there is much to be learned from the transition to informal work. Wardrobe aside, isolation actually lent itself to more-intimate workplace relationships. Without a manager looking over one's shoulder, trust became a necessity. Customer relationships were deepened through long days in the zoom room. Where <a href="https://afsp.org/story/statement-suicide-rate-decreases-for-first-time-in-10-years-according-to-most-rec">employee mental health</a> met hurdles, organizational leaders were called upon to infuse empathy into workforce strategy. </p><p>Whether we return to in-person work in one month or one year, exercising trust and empathy will be a way forward in the continued quest for maximized <a href="https://blog.shrm.org/blog/a-new-path-to-employee-engagement">employee engagement</a>. </p><p><b>Learning as Currency </b></p><p>Some might think 2021 may be the best year ever in contrast to the woes of 2020. Let's hope so. There is, however, a lot to rebuild. Many <a href="https://blog.shrm.org/blog/virtual-culture-coronavirus-and-telecommuting">HR Technologies</a> we transitioned to during the pandemic will remain the cornerstone for workforce productivity. Other technologies will be phased out for failing to meet the immediacy of the virtual work transition. Bonuses may not be available and companies may have to tighten budgets to maintain. The thing we have direct access to are learning opportunities. Many have spent the downtime of 2020 loading up their learning management systems with content. Other organizations have made the necessary pivot to taking instructor-lead training virtual. In an attempt to dissuade technical over-kill, <a href="https://www.masterclass.com/">MasterClass</a> opportunities have created a reprieve to online cooking classes instead of team meetings. </p><p>People may have been alerted of their lack of credentials in this time of global workforce transition. Organizations may have found their technology stack under-resourced. We have an immediate opportunity to meet our employees' goals for development with the now-necessary skill enhancement to serve as a win/win for career advancement.</p><p><b>Humility</b></p><p>For some organizations, 2020 was a very productive year. Those supplying the appropriate HR technology were available to help their customers save the day. The celebration of employee achievement also transitioned. <a href="https://www.biworldwide.com/research-materials/blog/holiday-experiences/">There were many creative ways in which organizations found to celebrate the results of their top talent</a>. But, without rewards banquets and the in-person fanfare of co-workers, the pageantry of success felt a lot different.</p><p>Employees were called upon to truly evaluate the purpose of their profession in 2020. No one feels comfortable celebrating while others suffer, so rewarding oneself in private became a process of <a href="https://davidkovacovich.medium.com/the-a-word-6ed1426f1b44">self-reflection. </a></p><p>We've made it through the year that was (or was not). Can we escalate ourselves into the future wiser, more-focused and more-willing to accept what the world presents us? </p><p>I'd like to think that 2021 could be the best year ever. I hope I'm right this time around!</p><p>Happy New Year! Let's Change the World!</p><p>- Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-91746436373789684252020-10-09T09:00:00.006-07:002020-10-09T11:55:13.824-07:00How COVID19 Jump Started Digital Transformation<p>The onset (and after-effects) of <a href="https://blog.shrm.org/blog/moving-toward-certainty-covid19">COVID19 sent shock waves through the workforce</a>. Individuals (and the companies for whom they work) were literally forced to adopt technical transformation overnight. Most organizations with remote job functions (sales, consulting, training) had an existing inventory of technology (web conferencing, CRM, LMS & performance-based technology) installed. The question became how to utilize said technology more-effectively and how to reskill the formally reluctant in the workforce to embrace the new normal.</p><p>So as of March 2020, organizations have had to to embrace two new realities:</p><p></p><ul style="text-align: left;"><li>What technology do I have/need and how can it be utilized?</li><li>How can I help the workforce get up-to-speed with whiplash intensity?</li></ul><br />Organizational Development Professionals have partnered with HRIS teams to execute a digital plan that (somewhat) replicates what was. Thus, creating a renewed focus on training, <a href="https://www.biworldwide.com/employee-engagement/">engagement</a> and adaptation. Technical Roadmaps to 2022 suddenly sped up to Q1 2020. Organizations had to pivot to maintain operational grace (as did their employees).<p></p><p><i>Change can be difficult to embrace until you have to.....</i></p><p><b>Reskilling The Workforce</b></p><p>In the past, Training Professionals have left remote locations wondering if they had effected change. As of St Patrick's Day, those tables have drastically turned. Now, employees are seeing voluntary programs becoming mandatory. </p><p>We've seen field staff professionals who thrived on charm now called upon to share subject matter expertise. Customers who were flattered by donut deliveries are now asking for value-added consulting and according product-development. Management teams can no longer allow tenured employees to maintain neutral comfort. </p><p><i>Tough times call for budget management and tenure alone is not a skill set.</i></p><p><b>The New Roadmap</b></p><p>Our technical teams are now inventorying the technology stack to create a simple and engaging <a href="https://blog.shrm.org/blog/a-new-path-to-employee-engagement">employee experience</a>. </p><p>(easier said than done)</p><p>Employees need an easy-to-access one-stop-shop to locate necessary technology and learn how to use it. Help desks are crashing with requests for information, learning management systems can no longer sit dormant and budgets for pizza parties are now being allocated to reward performance.</p><p>So how can you bring employees up-to-speed without having to reinvent your human capital management technology stack?</p><p><i><b>1. Create a Simplified Employee Profile</b></i></p><p>If you have an intranet landing page, you can create an employee profile. Then, create pathways to your essential employee technologies through single-source entry points. </p><p>Here, employees have streamlined access to all essential systems. Creating this middleware is easier than you might think.</p><p><b><i>2. Integrate Systems </i></b></p><p>Each day we all pull up 3 to 5 sites that consume our daily organizational habits. CRM, LMS, <a href="https://www.biworldwide.com/employee-engagement/employee-recognition/">Recognition System</a>, Performance Management..... </p><p>By developing a strategy that combines the use of these systems, employees will create a self-imposed efficiency flow. </p><p>But how do we keep employees systematically engaged?</p><p><b><i>3. Develop a Points System</i></b></p><p><a href="https://www.biworldwide.com/about-us/about-bunchball/">Intrinsic motivation</a> through badging and social feeds will keep employees on a path to success, but how do we measure results?</p><p>By integrating technologies per the above, you can create a connected points system to gage participation and reward success. Now, employees will have a lens into how their behavioral modeling (learning and recognition) ties into quantitative progress (performance management and metric results).</p><p>No one can connect a silver lining to the <a href="https://blog.shrm.org/blog/right-now-wont-last-forever">intense disappointment of 2020</a>. However, those who have adapted have learned to endure. What's more, the adaptations made out of necessity during COVID will sustain success. </p><p>Organizations can save money by downsizing physical offices. Employee mental health will be strengthened by limiting commute time. Organizational efficiencies adapted during work from home mandates will serve as long term techniques to measure individual success.</p><p>The sun will shine on us all again soon. While we're stuck inside, we might as well develop tools to make the future more manageable.</p><p>Thank You for Reading, </p><p>Dave</p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-24705872669660833962020-09-29T11:55:00.003-07:002020-09-29T11:59:49.952-07:00The Art of Getting Out of Your Own Way<p>I've never been shy to document my foibles. I guess helping others learn from my mistakes might help me feel like I've recovered something lost. </p><p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj2aArOwWoymACUO7FxJK-moM2sf_MGAFnZ-nVrcIdyQtVXNeD1X59tG_HRh4x8Fe7ujPJ-oqQywz_f6CBd9y4PnIrq7GiRa4tKwOtBW0ebD9kXzsUAk93PLpagoOAEUW5MBbzopQtGY1g/s1200/Ad+Rock+Quote.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1200" data-original-width="674" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj2aArOwWoymACUO7FxJK-moM2sf_MGAFnZ-nVrcIdyQtVXNeD1X59tG_HRh4x8Fe7ujPJ-oqQywz_f6CBd9y4PnIrq7GiRa4tKwOtBW0ebD9kXzsUAk93PLpagoOAEUW5MBbzopQtGY1g/s320/Ad+Rock+Quote.jpg" /></a></div><div><br /></div>Most of us begin our careers with a sense of competition. At some point, we learn compromise is one of the more important elements of success. We exchange winning at all cost for the opportunity to help everyone win. We learn that collaboration beats competition every time. <p></p><p>I've found that those who are most competitive are often driven by insecurity. Leaders who exercise empathy post greater results than those who seek to succeed without lending merit to the process. </p><p>Imperfection (and the willingness to punch above your weight) is more important than perfection through choosing results as the only predictor of greatness.</p><p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiJUULQ7KvDGftLqsvtogSmlH8JJ0Yes83Zj2tvmBbaZFDEGr69dUbaxIbYRxLjUYvE8m21frlHK4Cyy3F3brpFVRxCazgy419zikCxpq_09UvXoOUbU51E9yMxufCS1d4LNOhxHbjePN4/s225/Joe+Burrow+quote.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="225" data-original-width="225" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiJUULQ7KvDGftLqsvtogSmlH8JJ0Yes83Zj2tvmBbaZFDEGr69dUbaxIbYRxLjUYvE8m21frlHK4Cyy3F3brpFVRxCazgy419zikCxpq_09UvXoOUbU51E9yMxufCS1d4LNOhxHbjePN4/s0/Joe+Burrow+quote.jpg" /></a></div><br />There comes a point when the game slows down and success becomes more than just a blur of effort.<p></p><p><b><br /></b></p><p><b>Stop Self Promoting</b></p><p>There was a book written about <a href="https://www.shortform.com/summary-v2/the-first-90-days-michael-watkins?gclid=Cj0KCQjwtsv7BRCmARIsANu-CQf2txxkqE8UBCgoYDcqRiAwZfOi75E_NorjSELuYxDDfS0FiFHLr80aAvVyEALw_wcB">how to make a first impression </a>at a new job. I disagree with the premise. Too often, professionals get caught up looking for validation. Whether its a new hire seeking to show off their merit or a cagey veteran hoping to validate their existence, people are always trying to find a way into the headlines. </p><p>The best way to gain popularity in an organization is to allow your work to precede your voice. </p><p><u>Ask yourself</u>: Is what I am sharing beneficial to others or simply a way of promoting my effort?</p><p>Being popular is fun. Being respected is far more impactful.<br /></p><p><b><br /></b></p><p><b>Don't Read Your Own Press</b></p><p>Another way people tarnish their own success is through complacency. There is a tip to every career trajectory. Everyone has their high point of production which starts with a thankless climb to the top. With hard work comes results and an ultimate recognition of greatness. </p><p>It is lonely at the top.</p><p>When one makes the choice to get comfortable, the slide from the peak begins. Then starts the normative protection of hierarchy by tenure aka "this is how things are done around here".</p><p>Unfortunately, the sooner you believe that you have learned all you possibly can, the closer you get to extinction.</p><p>With every victory comes a little bit more responsibility. With every promotion comes a need for greater effort. The game is never finished and comfort is the enemy. </p><p><b><br /></b></p><p><b>Never Give Up </b><br /></p><p>Every profession has peaks and valleys. Sometimes you get lucky, other times you try and try without results. There are things that are out of your control. What you can control is the navigation of the path.</p><p>I went to college orientation when I was still a wee high schooler. A person asked if it was advised to take the tough classes and get C's or to take the easy classes and get A's. To which the counselor replied, "Take the tough classes and get A's". That's all you need to know about success.</p><p>If you set expectations higher for yourself than others, you never have to report to anybody!</p><p>Set goals for yourself... then double them!</p><p>Consider every detail of every task and master the process.</p><p>Take every shortcoming personally and fix it.</p><p>Win more than you lose and continually push yourself to do better.</p><p>Be humble in victory and accountable in defeat!</p><p><br /></p><p>Don't Forget to Remember,</p><p>Dave </p>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-17338829928311562552020-07-27T09:06:00.002-07:002020-07-27T09:15:33.024-07:00D E & I are not just letters<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEic6E4tA4Z1Dn8fe3RMuUZ0Fu21IkC-oo3TpEruroXJObd69O2JzF0Rb5_rGmyufhoPhfAPZSTE7ANKC_gdM5hY5D4YM5h8TYKsyTafmd2XyWNZT9VM2RhjEpYuY4XUJ6JaRm5xjVnE738/s2000/Mike+and+Bernie.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1270" data-original-width="2000" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEic6E4tA4Z1Dn8fe3RMuUZ0Fu21IkC-oo3TpEruroXJObd69O2JzF0Rb5_rGmyufhoPhfAPZSTE7ANKC_gdM5hY5D4YM5h8TYKsyTafmd2XyWNZT9VM2RhjEpYuY4XUJ6JaRm5xjVnE738/s320/Mike+and+Bernie.jpg" width="320" /></a></div><div><br /></div><div>I am proud to be part of SHRM's Together Forward at Work (TF@W) campaign. TF@W is a call for the HR Profession and broader business community to drive racism and social injustice out of America's workplaces through specific actions and measurable outcomes of human equity. <br /></div><div><br /></div><div>I have been in the Human business for nearly 13 years. I get to work with organizations to reward and recognize employees for a variety of achievements and contributions. There are so many different ways we can look at organizational impact and form initiatives to produce measurable results. Bringing attention to racism and social injustice will involve a much different approach. We cannot package human oppression as a module. We cannot change inequality through pizza parties. Our work moving forward will involve a far more complex approach to organizational change. <br /></div><div><br /></div><div>Organizations across the world are trying to discover their voice in this time of social injustice.... it might be better just to listen.</div><div><br /></div><div>There is so much to be repaired. Let's get to work.</div><div><br /></div><div><b>D, E & I are not just letters</b></div><div>A friend of mine prepared tirelessly and went through a 90 day interview process to be rewarded a prominent job at an established technology firm. She left her former employer and prepared for the first day of the rest of her life. On her first day she was introduced to an on-boarding program on the company's internal social software. There, she saw that her new manager had received a "Diversity Champion" badge for hiring her. She thought she earned the opportunity through her hard work and expertise. Needless to say her first day at the firm was her last. <br /></div><div><br /></div><div>Too often, organizations look to systematically deploy ways to improve diversity, equity and inclusion only to further validate systemic prejudice.</div><div><br /></div><div>I was intrigued to hear <a href="https://www.cnbc.com/2020/06/19/no-job-hire-made-unless-minority-candidate-interviewed-vmware-ceo.html">VMware</a> is mirroring the <a href="https://www.visier.com/clarity/how-hr-can-tackle-diversity-using-the-rooney-rule/">NFL's Rooney Rule</a> on a recent <a href="https://open.spotify.com/episode/1vjvnpoSwU5SMQ8tcwMM2n">HR Famous podcast</a>. The organization has committed to have minority candidates involved in all hiring opportunities. A foot forward in a long journey ahead. <br /></div><div><br /></div><div>It is time for organizations to commit, take action and prove results. <br /></div><div><br /></div><div><b>HR Tech and Inclusion </b> <br /></div><div>Many people of diverse backgrounds are oppressed by their Managers. If one-to-one closed door meetings and confidential performance reviews are the only way individuals can advance in an organization, they will be continually held back by those who have assumed power. <br /></div><div><br /></div><div><a href="https://www.biworldwide.com/employee-engagement/leadership-development/">Employee Recognition</a> can be an organic act of inclusion. You might see a face different from yours on a profile accompanied by an accolade of achievement to present their greatness to the entire organization. Public Leaderboards may introduce less-vocal employees through their consistent achievements. Social community contributions can be tracked and measured outside of silos. <br /></div><div><br /></div><div>Individuals are not expecting favors for being different, they are simply seeking equal opportunity. <br /></div><div><br /></div><div>2020 will likely be regarded as a historical nightmare to the world economy. If nothing else, hopefully we can emerge from the slumber of this year with a collective approach to allow <a href="https://blog.shrm.org/blog/employee-empowerment-straddling-the-recognition-of-employee-personal-brands">employee voices to form organizational change</a>. <br /></div><div><br /></div><div>We are rebuilding together to be better forever. <br /></div><div><br /></div><div>Let's Get To Work!!!</div><div><br /></div><div>- Dave <br /> </div>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-56570836035596366262020-07-06T14:58:00.002-07:002020-07-06T15:41:54.965-07:00A New Path to Employee Engagement<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhxXNqppmJoLkfSZbWwqFCf7n_r2SPdkIirqX1LJaJ7Oam8bQTWUX4Fr3M2IKLm-zaS-PvJKiFD3uU5TLMQbxueGLWW8RlKANFnKOytxn-EfQwgcVawl7jpx-6rN1sy8kNerrPJ0rZMMOA/s2250/Happy-alone.jpeg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1500" data-original-width="2250" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhxXNqppmJoLkfSZbWwqFCf7n_r2SPdkIirqX1LJaJ7Oam8bQTWUX4Fr3M2IKLm-zaS-PvJKiFD3uU5TLMQbxueGLWW8RlKANFnKOytxn-EfQwgcVawl7jpx-6rN1sy8kNerrPJ0rZMMOA/s320/Happy-alone.jpeg" width="320" /></a></div><div><br /></div><div>I was impressed to see statistics from <a href="https://www.quantumworkplace.com/impact-of-covid-19-on-employee-engagement?utm_campaign=TSCM%202020%20-%20Work%20Tech%20Newsletter&utm_medium=email&_hsmi=90725107&_hsenc=p2ANqtz-9XKJpWXVRUBMTVzFxU9X4pKR0qlxq8sHSvtmxLzJ-Mpyn0ejOE-daT4tvo11ZioYJaTE0qiwjiaiLEES1o7Sx3Fa_Pvw&utm_content=90725107&utm_source=hs_email">Quantum Workplace that indicated Employee Engagemen</a>t is actually UP in this time of isolation; impressed and somewhat bewildered. It seems a lot of the things we originally thought irreplaceable in formulating the Employee Experience can actually be replicated. Turns out, organizations have the tools to pivot in times of change, employees are really resilient and customer relationships can maintain their constructive viability without face-to-face contact.</div>
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Some might think that people are just happy to have a job in the parlance of our times. Others may look to the current state of things as a reckoning that many of the management objectives once assumed mandatory really are not that important. There seems to be an uptick in personal mental health for those who are able to balance work and life when they exist within the same four walls. The assumed perils of work from home structure (dogs barking, kids zoom bombing) are actually being celebrated. We're spending less time in traffic. Few are being called upon to board airplanes. Leaders are being lifted up in times of anguish by the very people they have been called upon to lead. Words like transparency, trust and vulnerability are working their way into professional values.<br />
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So, you are telling me, people when trusted to do their job actually do it?<br />
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Maybe it's time to take a hard look at workforce structure.... ?<br />
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<b>What Really Motivates</b></div><div>People's motivation can be categorized by one of the following <a href="https://blog.shrm.org/blog/motivational-mapping">Intrinsic Motivators</a>: <br /></div><div>Autonomy, Mastery, Purpose, Progress and/or Socialization</div><div><br /></div><div>Six months ago, I would have told you that in-person interaction is necessary to tap into the aforementioned motivation characteristics. I would have been wrong. <br /></div><div><br /></div><div>Autonomy may not have been everyone's first choice for performance advancement but it has transitioned into a trait of necessity. Professional independence tends to come from experience. Companies would traditionally be more trusting of a 20 year workforce veteran to work from home more than they would a young person fresh out of college. Now, we're seeing a group of young people who are extremely proficient in <a href="https://www.brainier.com/support/Brainier-E-Book-eLearning-Through-Pandemic.pdf?06.15.20.16">e-learning</a> making a simple transition to professional life in isolation. <br /></div><div><br /></div><div>Where mastery was once thought of as the ability to hone one's trade (<a href="https://www.youtube.com/watch?v=nXCWF60jWvo">see Gladwell's Outliers</a>), now mastery and progress work hand-in-hand. As working from home becomes a new normal, employees will learn at a faster rate due to the proximity of information and learning opportunity. <br /></div><div><br /></div><div>Those who seek a social experience from work have found a way to navigate disappointment. Social feeds that drive ideation, collaboration and <a href="https://appreciate.biworldwide.com/">recognition</a> are filling the dopamine fix many once found in company happy hours; these tools also help people get better at their job. <br /></div>
<div><br /></div><div>There is a <a href="https://blog.shrm.org/blog/employee-empowerment-straddling-the-recognition-of-employee-personal-brands">social justice movement</a> in full swing across the world. In support, companies are opening employees to personal expression in the workplace in ways they never have. People are finding purpose-driven organizations to be desired places to work.<br /></div><div><br /></div>
<div><b>Give and Take</b></div><div>With savvy social media navigation comes a new approach to work. There is an #Unfollow culture emerging. In a time where every story has 75 angles, people have developed an acute awareness of propaganda. How does this relate to work? With Employee Empowerment comes the ability to stand for what you believe in and ignore what is not helpful. Busy work, micro-management, training for the sake of training and memorization to test out will take a back seat to meaningful advancement in the <a href="https://thefutureorganization.com/">future of work</a>. <br /><b></b></div>
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<div><b>People We've Never Met</b></div><div>I've worked with people from all parts of the world, every day, for almost 10 years. Many of them I've never met face-to-face. There are "friends" that I have in social media circles who I have known for two decades and never seen in physical form. I consider many of these people dear friends. Why are we still of the impression that being within sneezing distance of someone is the only way to form a lifelong bond? <br /></div><div><br /></div><div>People are sheltering in place across the world. Office buildings are closed. Major conferences have been cancelled. Trips for achievement are on-hold. Training sessions at corporate HQ aren't likely to be happening any time soon......</div><div><br /></div><div>..... and Employees are More Engaged than ever! <br /></div><div><br /></div><div>Remember the episode of The Office when the team finds themselves at their highest point of productivity without a boss? <br /></div><div><br /></div><div>Look for major shifts towards <a href="https://medium.com/@DavidKovacovich/scarf-and-holacracy-16da197fa80d">Holacracy</a> in the future.... and be amazed by how incredibly great work can be when the water cooler is closed indefinitely.</div><div><br /></div><div>Don't Forget to Remember, <br /></div><div><br /></div><div>Dave<br /><b></b></div>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-91850387588876060152020-07-02T09:18:00.000-07:002020-07-02T09:18:29.330-07:00The New Social Media<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhiAgPv8hOQOic68jOrMTbqk-SW0jHOKMuyHMINMF-M62E0tpxaIwLsZL28Os8mpONmLrimYTFExlck1-aHmo-0fHW6XXXChjljdpkfNn5XqzNd7R7p7Zj-89n0aPFqItckbur3bOiRuG0/s1000/Smash.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="746" data-original-width="1000" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhiAgPv8hOQOic68jOrMTbqk-SW0jHOKMuyHMINMF-M62E0tpxaIwLsZL28Os8mpONmLrimYTFExlck1-aHmo-0fHW6XXXChjljdpkfNn5XqzNd7R7p7Zj-89n0aPFqItckbur3bOiRuG0/s320/Smash.jpg" width="320" /></a></div><div><br /></div><div>My father told me a long time ago that the best way to break up a good time was to bring religion or politics into a conversation. His intent was always respected but that was a long long time ago.</div>
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Enter <a href="https://twitter.com/DavidKovacovich">Social Media</a>. I was an early adopter of <a href="linkedin.com/in/davidkovacovich">LinkedIn</a> and Twitter, I use these avenues in a manner that seldom requires commentary. Not all social sites (or the networks we have built upon them) observe rules of engagement. This "sharing" world has become a battle ground.... and it seems to be getting worse. If we all stopped arguing with empty profiles think of how our individual mental health would improve. Imagine if our mood for the day wasn't predicated by what Ward from Oklahoma thinks of your shirt.... ???<br /><div><br />
</div><div>Pandemic has robbed us of
physical human interaction so our focus on social media has intensified; good for good and bad for bad. What if we embraced a new life devoid of negativity in the wonderland of social media?</div><div><br /></div><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEizmUS1EzZXlmoYjnya0d7dw7q__Eazpn-9Z8AlVLzctmCa6v2qjqhRHmsHf7zk6ZUAgLbgpoPYRMd8Ia5yDhLTXc_hmniLxucg7qNIGmP26W52u15KIxeCkc2YNU2utRrAeSPkvy4M414/s1000/e-Hug.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1000" data-original-width="750" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEizmUS1EzZXlmoYjnya0d7dw7q__Eazpn-9Z8AlVLzctmCa6v2qjqhRHmsHf7zk6ZUAgLbgpoPYRMd8Ia5yDhLTXc_hmniLxucg7qNIGmP26W52u15KIxeCkc2YNU2utRrAeSPkvy4M414/s320/e-Hug.jpg" /></a></div><div><br /></div>
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<div><b>Re-Establish Your Network</b></div><div>This may seem like a crazy concept, but how about this: If a person in your network makes participating difficult, unfollow them. <br /></div><div><br /></div><div>Assess the time, effort and anguish you put into being "friends" with your high school buddy or Aunt Karen. If you are giving more than you get back at the behest of positivity in your network.... unfollow them. <br /></div><div><br /></div><div>Sure, the virtual Thanksgiving dinner might be weird for a few years, but screw it. If you have a network in harmony, your life will become immediately better.</div><div><br /></div><div>The reason people challenge thought is because you've allowed them to. <br /></div><div><br /></div><div>Take control and move into a positive direction.<br /><b></b></div>
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<div><b>Quit</b></div><div>At the onset of the Lenten season in 2019, I stopped participating in Facebook. Seems like a silly thing to sacrifice, but I was spending a couple hours a day in debate with my friends. Just seemed like a waste of time and energy.</div><div><br /></div><div>If you are on a social network that in confrontation driven. Stop using that application. <br /><b></b></div>
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<div><b><a href="https://www.youtube.com/watch?v=VwtAjv04pt8">Be (only) Kind </a> <br /></b></div><div>We all have our moments of responding with vitriol. Maybe it's a political or human rights matter.... Far less important social media arguments have ended friendships. 100% of the time when people release their feeling from cyber-space into reality, the conversation is far less heated. <br /></div><div><br /></div><div>What if you vowed to participate a whole day in social media submitting only positive information? What if that day turned into.... FOREVER!</div><div><br /></div><div>The world is in it's most fragile state. People are losing their jobs, businesses and lives. Are we really still fretting over conversations had with a screen about things that aren't that important?</div><div><br /></div><div>Do you really think you are going to change someones mind with your feedback to one of their posts? If you never brought it up would it make any difference? <br /></div><div><br /></div><div>Did calling out someone's ideology make your life better? <br /></div><div><br /></div><div>Our lives are consumed with screen time at the moment. Try to eliminate everything that takes a percentage more energy than the likelihood of achieving a positive result. <br /></div><div><br /></div><div>Don't Forget to Remember, <br /></div><div><br /></div><div>Dave <br /><b></b></div>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-34524582071469742802020-06-20T09:31:00.001-07:002020-06-22T17:08:32.650-07:00Employee Empowerment<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhq9WAsXhJIIFHdEWOhb6opyFcaHPS7u-yRn_chPK_kzlxYj5uJdwy92u4CSZHodzDNcmMa79ka6TPcCExd3MnnLYHl5wWgI8YxXoBUlcp1TUi-rYK2f14KA9O8yygNEqpGDL2Uly_j7wY/s887/employee+empowered.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="887" data-original-width="561" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhq9WAsXhJIIFHdEWOhb6opyFcaHPS7u-yRn_chPK_kzlxYj5uJdwy92u4CSZHodzDNcmMa79ka6TPcCExd3MnnLYHl5wWgI8YxXoBUlcp1TUi-rYK2f14KA9O8yygNEqpGDL2Uly_j7wY/s320/employee+empowered.jpg" /></a></div><div><br /></div><div>Human Resources has often had to straddle the recognition of employee personal brands vs their organizational engagement. In this day-and-age many individuals have larger follower bases than those of the organization they represent. Still to this day, individuals have lost employment opportunities due to their social media behaviors. While we see many companies using employee advocacy to boost their brand and celebrate individuality. Take into account employees participating in large gatherings for social justice while navigating a pandemic and enforcing policy outside of work becomes ever-complicated.</div>
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The elusive permanence of work from home policy paired with the wave of social justice will no doubt have a lasting impact on workforce culture. As employee engagement gave way to employee experience, its now time to give awareness to Employee Empowerment!<br />
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<a href="https://blog.shrm.org/blog/breaking-down-the-silos-where-bullies-thrive"><b>The End of Micro-Management</b></a></div><div>Without proximity to look over employee shoulders, managers who rule by control have lost a major component of their entitlement. Simply put, trust is the only path forward. Managers who cannot lead through positive direction will soon render themselves irrelevant. Employees have had a taste of working at their own pace and will seek to continue self-motivation (and we'll have data to prove efficiency). As the world evolves to empower individual brands, expect to see HR playing a key role in helping managers develop as true people leaders. <br /></div><div><br /></div><div>With transparency in the ether the transformation of employee empowerment will put an end to workplace bullying. <br /></div>
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<div><b>Attention to Mental Health</b></div><div>It's difficult to work from home for three months straight without having good days and bad. The personal isolation resulting from the virtual office has brought hyper-focus on employee mental health. It is a shame that it took a global pandemic to bring peoples mental conditioning to the forefront but this revelation will ultimately serve a higher purpose. Much in the way intolerance of workplace bullying will improve manager/employee relationships, we will also see a vast improvement in recognizing employee burnout. <br /></div><div><br /></div><div>With freedom to express one's mental fatigue comes a workplace collective that is based in support of all people toward social evolution.<br /></div><div><br /></div>
<div><b>Encouraged Activism</b></div><div>There was a time when seeing an employee fighting for social justice on the front page might have been frowned upon. That time is gone. Politics overlapping with professional purpose can create workplace unrest but freedom of expression can no longer be regulated. Allowing employees time off to vote, the license to serve social causes and levity in personal expression is an unwritten right.</div><div><br /></div><div>Employees who have the ability to do work that matters in service of a cause that is making a difference will stay forever. Even if your company serves a more mundane purpose, recognizing individual's personal passion will help invigorate their professional purpose. <br /></div><div><br /></div><div>2020 may very well be noted as the most confusing year in human history. With uncertainty comes a lack of control but we are starting to discover that this can be an avenue to progress. <br /></div><div><br /></div><div>Don't Forget to Remember,<br /></div><div><br /></div><div>Dave</div>
DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-4551217247830252432020-06-16T11:12:00.001-07:002020-06-16T11:12:49.539-07:00MAPS <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgX11LSqI3c0jCI_qU5aBNx_R4jSN3jZqut_puT82kdLSdmstduO5awKQQDjiDuaGKnPb-DTIojQMLy8xyhMA272TUbjsPF5v59YPW63QvBy49iuQZACj5sLdG8sCGJbVQ2Maam07gt3p0/s600/Map.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="350" data-original-width="600" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgX11LSqI3c0jCI_qU5aBNx_R4jSN3jZqut_puT82kdLSdmstduO5awKQQDjiDuaGKnPb-DTIojQMLy8xyhMA272TUbjsPF5v59YPW63QvBy49iuQZACj5sLdG8sCGJbVQ2Maam07gt3p0/s320/Map.jpg" width="320" /></a></div><div>As we endure our 14th week in quarantine we are finding order without perfection. One thing is for sure: <br /></div><div><br /></div><div><font size="5">Personal Strategy is as important as Collective Harmony.</font></div>
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Finding <a href="https://blog.shrm.org/blog/little-wins-covid19">little wins</a> helps and in every day we try to learn and evolve. We've gained hours once lost to commuting, we've learned to make silo-ed communication meaningful and it seems interpersonal disputes are no longer all-consuming.<br />
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Without in-person calamity, we are continually engaging with other human beings; some lift us up while others seek to project frustration. There are people who have always been better at working at their own pace where struggle has become commonplace in those who require more attention. Managers are losing the ability to look over employee shoulders so those who cannot trust will fail. Some things will never be fixed but we can focus on what we can control. <br /></div><div><br /></div><div><a href="https://medium.com/@DavidKovacovich/self-discipline-in-the-time-of-isolation-b6522666a618">It is time to dive deep into yourself to confront chaos with composure.</a></div><div><br /></div><div><a href="https://www.youtube.com/watch?v=KbT6qUpROnI"><font size="5"><i>"there is a map in my room (on the wall of my room)... and I've got big, big plans" - Brian Sella </i></font></a><br /></div>
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<div><b><font size="5">M</font>ental Discipline</b></div><div>If you sit in your house for three months you are going to have good days and bad. The evolved attention to employee mental health will be amplified tenfold post-COVID. A lasting shift in how people are treated is coming like a tidal wave and employee empowerment will hit an all time high. <br /></div><div><br /></div><div>Is your company ready?</div><div><br /></div><div>Are you ready?</div><div><br /></div><div>Finding personal discipline will be the defining characteristic that separates highly successful people from those who struggle over the next 18 months. This will require an ability to take total personal accountability for your success while allowing others empathy. Individuals will be required to do twice as much with half the resources. Navigating fear of reduction will override any abundance of back patting. Those who are able to put the work in without expectation of reward will emerge with an enlightened approach to success. <br /><b></b></div>
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<b><font size="5">A</font>ctivist Mindset</b><br />
<div>As we struggle through a time of unimaginable disappointment, compassion is the only vehicle for progress. Most humans possess an inherent desire to help others but support may be a passive exercise. Assembly and volume can put the boat into the water but part of acknowledging the strife of others means allowing them to drive.</div><div><br /></div><div><font size="5">You don't have to march to learn about other people. Make time every day to learn something about someone different from you.</font><br /></div><div><br /></div>
<b><font size="5">P</font>hysical Commitment</b><br />
<div>As if evolving your personal ideology in isolation is not challenging enough, you'll also have to commit to your own physical health. <br /></div><div><br /></div><div>You will need to...</div><div> <br /></div><div>1. Exercise 7 days a week<br /></div><div>2. Eat Right</div><div>3. Sleep (at least) 8 hours an evening</div><div>4. Lay off the booze</div><div>5. Manage your susceptibility to disease contraction</div><div><br /></div><div>When you commit to physical health, EVERYTHING gets easier!<br /></div><div> <br /></div>
<b><font size="5">S</font>piritual Enhancement</b><br /><div>
Pray</div><div><br /></div><div>Read <br /></div><div><br /></div><div><a href="https://youtu.be/4fwEG8XK1uU?list=PLjhJRPvOzuIpKk1KeJ-x0O-Vuh6SitqQg">Listen to great music</a></div><div><a href="https://www.thekingofstatenisland.com/"><br /></a></div><div><a href="https://www.thekingofstatenisland.com/">Watch wonderful movies </a><br /></div><div><br /></div><div>Interact with people who uplift you</div><div><br /></div><div>Find sources of inspiration</div><div><br /></div><div>Things will continue to be less than ideal for a great while. The discipline of navigating this segment of history will be something that stays with you forever. <br /></div><div><br /></div><div><a href="https://www.youtube.com/watch?v=7egcwx2C8kU">"most of us probably not getting better, but not getting better... together" - John K. Samson</a><br /></div><div><br /></div><div>Don't Forget to Remember,</div><div><br /></div><div>Dave </div>DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0tag:blogger.com,1999:blog-7378472625613865998.post-87699354909018211822020-06-04T07:38:00.007-07:002020-06-05T15:01:13.216-07:00A Shift in Behavioral Modeling Dr. Michael Ahearne of the University of Houston <a href="https://www.biworldwide.com/research-materials/thought-leadership/2020/future-of-sales-webinar/">shared research this week</a> that pointed to a dynamic shift from transactional to trusting customer relationships through the emergence of the COVID19 pandemic. We've seen insight into <a href="https://blog.shrm.org/blog/virtual-culture-coronavirus-and-telecommuting">how to work from home more efficiently</a>. With theory becoming a sustained reality, it is now time for human beings to adapt and persevere.<br />
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Additionally, there has been a noticeable transition from quantitative to qualitative measurements of organizational success. This means keeping an acute focus on revenue while changing the measures by which to get there.<br />
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I've authored several articles on the importance of <a href="https://blog.shrm.org/blog/the-opportunity-economy">Behavioral Modeling</a> in the past. Whether you create performance pillars based in<a href="https://blog.shrm.org/blog/motivational-mapping"> intrinsic motivators</a> or you subscribe to the <a href="https://blog.shrm.org/blog/a-scarf-for-the-winter">SCARF</a> methodology to guide manager/employee relationships, the time is now to shift focus.<br />
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To evolve workforce strategy, Total Rewards teams are presented an opportunity to marry compensation and benefit strategy. This new normal will be rooted in<a href="https://www.biworldwide.com/employee-engagement/"> technology</a>. With an already intense strain on HRIS teams, the deployment of Human Capital Management technology may be an additional unmet need. Here, the opportunity for field management to utilize existing platforms will bring historically fragmented parties together in partnership.<br />
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<b>Work with What You've Got</b><br />
With goals shifting from individual to team based, competition will give way to collaboration. This synergy will produce an avenue for engagement at higher levels than in the past. Collective achievement can have a more profound impact than individual employees taking all the credit. Those of greatest contribution can still be recognized while complemented by a grander strategy based in collaborative advancement.<br />
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We've seen this before. The retail banking scandal of last decade moved tellers from transaction-based selling goals to a more responsible customer support model. It may come as a surprise but customers added more products to their portfolio and the term of customer relationships were lengthened. <br />
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<b>Continued Leverage </b><br />
So we are calling upon individuals to be a bigger part of the collective. How do we measure that?<br />
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1. Put qualitative performance pillars in place<br />
a. <span> </span>Teamwork<br />
b. <span> </span>System Population<br />
c. <span> </span>Training Completion<br />
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2. Measure the above systematically<br />
a. <span> </span>Manager Coaching<br />
b. <span> </span>Badging for Milestone Completion<br />
c. <span> </span>Leaderboards<br />
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You'll see how these formally assumed "fluff" programs become measurable and actionable.<br />
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With the carrot now affixed at the end of a longer stick, will employees continue to be motivated?<br />
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As budgets shift you'll have plenty of opportunity to reward employees for short term goal attainment through non-cash rewards and save compensation bonuses for overall measured production. <br />
<div><b><br /></b></div><div><b>The Jerry Maguire Rule </b></div>
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<i>"We are losing our battle with all that is personal and real about our business" - Jerry Maguire</i><br />
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The above excerpt is from Jerry Maguire's mission statement entitled <a href="https://www.youtube.com/watch?v=zDbV2-tZgbg">"The Things We Think and Do Not Say"</a>. With the extraordinary financial strain of COVID19 related work adjustments, this mission statement is more relevant that ever. As Dr. Ahearne further exemplified in his research, bringing value to clients will be the only way to retain them. Similar to the unwritten agreement employers have with their employees, now more than ever, trust will drive client relationships.<br />
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What does this mean?<br />
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Robotic approaches to customer service will not sustain. Sales professionals will need to invest deeply in knowledge attainment of customer needs and how to solve business challenges. Organizational leaders will have to be realistic while creating inspiration at a level they may have shied away from in the past.<br />
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The road ahead will be rocky and no one can see the bridge to stability quite yet. It would be great to have simple answers but there are none.<br />
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Now is the time to invest in employee development and put customers first. Advocacy will win the day... One day at a time!<br />
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Don't Forget to Remember,<br />
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Dave DavidKovacovichhttp://www.blogger.com/profile/08003832891782912648noreply@blogger.com0