Do you have a door mat Whatsapp group?

 

Do you have one or several? I am in some WhatsApp groups which are not particularly important. I don't read all the messages. I get those good morning and generic motivational messages. There are many messages in such groups - a lot of noise. Sometimes there is useful information, but the signal-to-noise ratio is low. There is one particular way I use these unimportant groups which stops me from leaving. They are my door mats. Let me explain. 

I use WhatsApp groups and messages heavily in my work. They are my inbox. My to-do list. When messages come in, usually I can read parts of them from the phone notification system. I don't necessary have to open them. I often don't want to open them yet, because a chat group or a chat with another person with unread messages means a task I need to do. I use the unread status as my to-do list. If I read a message, and there is something I need to do about it, I prefer to get it done immediately. For example simply responding to it. Or sometimes I need to get something else done which may take more time. When I can't complete the task immediately, I get a little anxious because that chat is no longer unread. I might forget that I need to do something because there is no unread status to remind me. 

This is how unimportant groups help me. If I read a message snippet from a notification and I know there is something I need to do, but I don't have time yet, I don't open the message. I stay in one of my unimportant groups. I know it is safe to ignore messages from the unimportant group. It is my door mat I can stand on without "dirtying" my other important chats. I don't want to click into my important chats and lose the unread status. 

Does anyone else do this? Or do you use WhatsApp or messaging apps in your own unusual way? 

How do you define leadership?

 

People know how to complain about the failings of a leader, but they don't always know how to define what a good leader should be like. When asked to define good leadership, people have different opinions. Some say leadership is decision-making. Some say it is about having a vision. Some say it is leading by example - do what you want others to do. One thing most people can agree on is a leader needs to get things done. They help the organisation achieve results. People coming together to form an organisation always creates difficulties, because we are human. A good leader gets these humans to work together to achieve something they can't achieve by themselves. What else do you think a good leader should do?

Case study: The boss' pet

 A mentee once asked me for advice. He had a teammate, A, whom he found was not pulling her weight at work. They were both managers reporting to the same department head, B. A couldn't complete tasks which she should be able to, and often asked others to do them. B seemed to be overly protective and accommodating. When my mentee broached the subject with B, he was told that A was having some personal issues outside of work. So everyone should be understanding and support her. My mentee felt that this was a recurring pattern. It was not just a temporary situation. He had heard other peers and juniors being unhappy about A. He certainly was not happy that he needed to do extra work to cover for A. Due to the growing tension, A who used to be close with the team was drifting further apart and becoming isolated.

If you were in my shoes, what would you say to my mentee?

How much is purpose worth?

 

I recently read a comic strip in which the conversation went like this:

Worker A: If your boss gives you a meaningful purpose at work, would you accept a lower pay?
Worker B: No.
Worker A: That goes to show how much meaning and purpose is worth at work.

At first glance this sounds logical, but if we think deeper, this is thinking about the matter in a wrong way. If your boss tells you a purpose for the sake of cutting your pay, I would have serious doubts about that purpose and the intention behind sharing the purpose. So this comic isn't about purpose. It is about whether a leader treats their people fairly and respectfully. Think about these questions. Why do some people stay at a job despite being offered a higher pay elsewhere? Who do some people quit their jobs to take up lower-paying jobs in an unfamiliar industry? Ultimately people want more than money from their work life.

How much is purpose worth? Everything.

As leaders, how do we help our people find their purpose?

Leadership Pitfalls: The bosses who want you to suffer as they have

 

Have you come across such a type?

Some people had to go through much hardship to become successful. They were treated unfairly. They had difficult working conditions. But they survived, and thrived. Because of that, they believe others should go through the same in order to be successful. Not that they are intentionally malicious or that they want others to fail. Their value system has been shaped by their past experiences. I've met a business owner who pays low wages and expects his employees to do extra work utilising company resources to earn more. I've met a training company owner who pays newer trainers low rates, because he believes that's the way the industry is. One analogy I use is this - if you have suffered from abusive parenting, why would you want to impose the same on your own children? Have you come across such a type? Or are you unconsciously one of them?

Do you talk about your personal life at work?

 

A: I'm here to work, to make money. Not to make friends. I go somewhere else to make friends. I'm a professional and I get things done. I respect you and I do my part so that we get our work done. But I don't need to be your friend. I'm your colleague. I don't expect you to need to befriend me. No such pressure. Don't waste your time. I respect your time and your privacy. I expect the same. B: If we are going to be working together, why not get to know each other as persons? I don't force anyone to be my friend, but I want to know you better. Maybe we can be good friends. What's the harm in exploring? Strong relationships and trust help us all enjoy our work and when we enjoy our work we are more productive. Why not choose to be happy at work? Why cordon off work from life as if it's toxic? Are you more an A or a B?

Generic motivational posts

 

We see plenty of these. It is the start of the year, so we see even more. For example, those with a celebrity photo in black-and-white, accompanied by some quote. I post on social media regularly too, so I often think about these. 1. Personally I find these generic motivational messages tiresome. They get repetitive. They are not that different from the good morning messages that some WhatsApp groups ban. I sometimes feel some of these posts are written by a junior employee or by an AI. But this is one person's opinion. 2. It is social media marketing. If you are a public figure, you want to put content out to remind people of what you do. To continuously build your public face. Your persona. This is value to you. 3. There are people who find these encouraging and inspiring. I may not like or need these, but there are people who do. There is value to readers of these posts. 4. What can be done better? Share genuine personal experiences and practical tips. Share something of value. I've seen comical Thai ads which inspire me, more so that most motivational posts I see on social media. If we want to say something, let it be because it's something worth saying, not because we want to say something. What is your experience with motivational posts on social media?

Who do you speak to first?

 

You are a department head. An employee was transferred to your department a month ago, and is performing poorly. He's been in the company for 10 years and you've known him just as long. You don't know how he managed to survive that long in other departments. He is certainly not a good fit in yours. You don't intend to keep him because he is affecting the productivity of your team. You want to ask his previous department head (your peer) to take him back. Who should you speak to, and in what order? (a) the other department head, (b) the employee himself, (c) your boss to whom the other department head also report, (d) others?

lonely lunch

 

Do you have lunch with your subordinates?

When we were juniors in a company, we didn't like the idea of having lunch with the boss. They are going to talk about work again; I feel nervous around the boss; I need a break; I prefer to have a relaxing lunch time with my friends. When you now lead and manage a team, the tables turn. You want to build trust and relationships in your team. You want to be treated like a normal person. You just don't want to eat alone. But you also worry about how your subordinates will think and feel. What is a leader to do?

The transactional employee

Definition: The type who do just enough to fulfil their duties. They don't want to do any more than what's in their job scope. They don't care about the company's vision and mission. They are not here to make friends. This is just a job and they do it only for the salary. They want to leave work on time. They don't want to listen to your motivational talks. 

As leaders, our job is to inspire and develop people. How do we handle employees with a highly transactional mindset? 

The first question we must ask ourselves is what kind of organisation we are. Do we have a role where a transactional employee can fit in just fine? Without negatively affecting the morale of the team? Work is getting done and they are productive? Then by all means leave them be and allocate your time on others where you can make more impact. If your organisation needs a creative and innovative culture, or your industry needs nimbleness and fast learning cycles, then you may not want to recruit or retain transactional employees. They will become counter productive. 

How do you currently manage transactional employees? 

A walk in the park

 

No matter how busy my schedule is or how tired I feel, I always make time to take walks in the park. A bit of exercise is good. More importantly, it is my sanctuary. My short escape. My charging station. I listen to the soft orchestra of insects and the occasional bird call. The gentle morning breeze brush my face. I smell grass after rain. As I walk beneath tall trees and thin clouds coloured by the rising sun, I stand in awe. I realise the many worries and problems I have are tiny in comparison.

Life finds a way.

Some people read. Some spend time with friends and family. Some play music. What is your version of walks in the park?

Can AI do comedy?

 

AI is changing many of our jobs. The pessimists see it as destroying jobs. The optimists see it as increasing productivity and allowing us to shift our energy to even higher value work. We need to understand what AI can and cannot do (yet), and adapt to it. I recently asked ChatGPT whether George Michael (from Wham) had passed away. I vaguely remembered the news but wanted to double check. You see, Google is no longer my default when I want to search the internet. This below was what ChatGPT told me. I don't think it was intentionally trying to be funny. So AI probably can't do comedy. Yet.

"As of my last update in September 2021, George Michael had passed away. He died on December 25, 2016, at the age of 53. Please note that my information might be outdated, so I recommend checking more recent sources to confirm the current status."

Do you hustle?

"Hustle" as in to work hard towards a goal, using whatever means necessary. The ends justify the means. Let's take an example. AI and ChatGPT is the hot topic now. Many businesses proudly exclaim their products are AI-based, or they launch such products. Do you consider this cleverly leveraging market trends, or do you consider this not quite honest? One school of thought is for a business to survive and thrive, we must be creative, use all means necessary (as long as not outright illegal) and we cannot be choosy and shirk away from what we are uncomfortable with. Another school of thought is a business must set a clear vision, mission, identity and guideline on how it operates, and stick to them throughout all ups and downs. What is your take about hustling? 

We can change our lives through micro habits

 

(1) Micro habits must be small, and too easy to achieve, so that even on your worst days, you can still keep up. (2) Micro habits allow you to exceed your target as much or as little as you want. Let's say I want to be a better leader. I'll set a daily goal of reading one page of a leadership book. Just one page a day. Not a book a week, not 50 books a year. Only one page a day. It's too easy. When I feel like it, I can read 2 pages. Or a chapter. Or half the book. When I don't have the energy, I will read one page. I will be achieving the goal every day, and that helps me build my habit. If I want to be fitter, I'll set a micro habit of 10 pushups a day. If I want to be a good writer, I'll write 50 words a day. If I want to explore a new business, I'll allocate 5 minutes to work on it every day. If I want to play the guitar better, I'll play one song every day. Too easy. Your habits define your life. What's your micro habit?

How do you get loyalty from employees?

 

People can write whole books on this topic. In the end, it just comes down to two things. (1) Pay them enough. (2) Respect them. 

Is there a third you would add? 

your phone contact list

How do you list your spouse's name in your phone? Chong, John Kee Wing? or just John? or Hubby? Darling?

I go with the first type - surname followed by given name. My wife, my parents, my children, my cousins, everyone. I prefer a standard and systematic approach. And I want to avoid sending my wife's contact to another person while referring to her by her nickname. No, don't ask me what it is.

Organisation culture series: Toxic positivity is a thing

 

Positivity can be bad, when dissenting views are being oppressed. When we can't admit to ourselves our mistakes. When we can't go near difficult topics. When raising a problem is given a response of "you need to have a positive mindset". Have you suffered from toxic positivity before? 

How do you run meetings?

At the workplace it's hard to avoid meetings. Most people hate meetings. How do you run your meetings so that they are productive and efficient?

Am I a motivational speaker to you?

I have never intended to become a motivational speaker, but quite a few people have asked me whether I am one. Do you see me as a motivational speaker? Why so? Or why not? 

Do you promote or do you recruit?

 

There is a role in your organisation you are going to create. No one has the exact skills or experience needed. The person in this position will be leading an existing team of eight, and needs to work closely with a few other teams. It is a new venture for the organisation and you expect many challenges ahead. Would you promote someone from your existing staff to fill this position, because you need someone who already knows your organisation and its culture, and already has rapport with other departments? Or would you recruit from outside, bringing in new perspectives and experience which your organisation lacks?