Harper...continued...

To continue on with the theme of the last blog-post...and to impart more of the wisdom from Danny Cahill's book, "Harper's Rules"....here are some of Harper's thoughts...and my own...on how to end the relationship.  In other words.....how to quit your job gracefully and professionally.  Remember last month's post....if it's time to go, then there is no time like the present to start a new adventure.

How to terminate a relationship...(quit a job).


1. Use direct, simple language. (Deliver the bad news in one sentence. Don’t say, “This is really hard for me, but…” or “I think” or “I don’t know how to say this…”.)

     *I know that you think you are softening the blow, but really...it's time to just make a clean break.  Your boss will appreciate it, and it's just the best way to handle a difficult situation.  Be decisive...don't give them any reason to try to counter and talk you into staying....even though they will try.

2. Realize that this is not an exit interview. (This is not the time to tell them what went wrong. There are two kinds of breakups….the kind where you don’t really want to break up, but are trying to change the other person’s behavior…or the kind where you just want out. You just want out.)

     *The time for changing the relationship has passed...that should've happened during your periodic reviews.  You can't change a company's culture...you either adapt to it, or leave.

3. Never burn a bridge. (Offer 2 weeks' notice and let them know that you’ll work hard and not disparage the company.)

     *Depending on your industry, many company's just walk you out the door.  Don't take it personally, they are just doing what is standard for protecting their company intellectual property.  Even if you think that they will "walk you out" immediately....offer to stay on and transition your replacement or knowledge to whomever it needs to go.

4. Ask for a commitment to give a verbal reference.

     *Some companies have a policy in place that won't allow this.  Most employees will give you a good reference anyway - assuming that you don't burn a bridge and that  you've earned their respect.  Don't assume anything.  Ask for a cell phone and email address if they give you their commitment.

5. Offer to submit, for documentation, a written letter of resignation.

     *Again, this is not an exit interview or a "tell-all" magazine headline.  Just keep to the specifics of your last day, your offer to stay for 2 weeks from the date of verbal resignation, etc. 


I'd also like to suggest that if you do have an exit interview, you should make sure to use the time to discuss any business that needs to be taken care of before you leave the premises.  For example - get a copy of any documentation that you've signed (non-compete agreements, severance packages, etc.).  Also, here is the time to make sure to discuss and get in writing any compensation, bonuses, etc. that you are owed.  Make sure you know the company's policy on payments and the laws governing the workforce in your state.  Also, make sure to get any HR questions you may have answered - like benefits, cobra, etc.  Make sure you also return any company property and equipment. 

Surely every break-up doesn't go easily.  Follow these suggestions and at least you'll know how to act when a "wrench" get's thrown into the works.  Remember...never....never...never ever...accept a counter offer.  More on why not to come.

Harper's Rules - a great book by Danny Cahill

I recently finished a great book for all recruiters and job seekers alike. Danny Cahill is one of the best recruiter and sales trainers that I've had the chance to listen to/read. You can check out his work at: http://www.accordingtodanny.com/

So, I found it easier for me to pick some of his techniques up by summarizing his character (Sr. Recruiter) Harper's Rules for job seekers. Here is a small slice for anyone thinking that it might be time to change jobs....or "get some feelers out".

Should you leave or should you stay?

1. If you are acting like you are leaving your job…then you are leaving your job. (taking calls/emails from recruiters, looking at job boards, posting resume, etc.)

2. If you were unemployed and had a chance to interview for the job you are already in…would you? Would you be interested in looking at other opportunities? (If you are staying at your job just because you are already in it, then you should leave.)

3. Was it ever what you really wanted? (Did you compromise when you took this job?)

4. If you didn’t have bills or obligations, would you stay at your job? (“Money is how adults keep score…it counts, but it doesn’t keep us happy.”)

5. Do you believe what they tell you at work? (Has your boss or employer lost your trust? If so, that is an obstacle you cannot overcome.)

6. Do you love your job, but feel uncomfortable in your company culture? (Cultures do not change…you either assimilate or leave.)

7. Are you staying because they “need you right now” or because you “can’t do that to your colleagues”? (Get over yourself…your company will not only survive, but thrive with someone in your seat who is happy at work.)

8. Has your body already told you to leave, but you are hard of hearing? (Pain is the way of demanding change.)

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By a copy of the book here: http://www.accordingtodanny.com/products.aspx?stype=4

The One Minute Manager....my thoughts...

The One Minute Manager - my thoughts.......



So I just finished the book by Kenneth Blanchard, The One Minute Manager. What an easy read and insightful book. I have heard this referred to as a "must read" for every manager. The book is about 40 minutes of reading and full of insightful and simple tips on how to be effective leading people, leading businesses, and ultimately...leading yourself.

The book basically boils down to 3 "secrets" of being a One Minute Manager. Namely:

1. One Minute Goal Setting
2. One minute praising
3. One minute reprimands

SECRET ONE: One Minute Goal Setting

Employee submits one-minute, one-page set of goals

1. Agree on your goals
2. See what good behavior looks like
3. Write out each of your goals on a single piece of paper using less
   than 250 words
4. Read and re-read each goal, which requires only a minute or so each
   time you do it.
5. Take a minute every once and a while out of your day to look at your
   performance, and
6. See whether or not your behavior matches you goal

SECRET TWO: One Minute Praising

When an employee does something right they are immediately praised for a minute.

1. Tell people right from the start that you are going to let them know
   they are doing well.
2. Praise people immediately
3. Tell people what they did right, be specific.
4. Tell people how good you feel about what they did right, and how it
   helps the organization and other people that work there.
5. Stop for a moment of silence to let them feel how good you feel.
6. Encourage them to do more of the same
7. Shake hands or touch people in a way that makes it clear that you
   support their success in the organization
   

SECRET THREE: One minute reprimands

When an employee does something wrong they are to be reprimanded for a minute.

1. Tell people beforehand that you are going to let them know what they are
   doing and in no uncertain terms.
2. The first half of the reprimand: Reprimand people immediately
3. Tell people why they did wrong, be specific.
4. Tell people how you feel about what they did wrong - and in no
   uncertain terms
5. Stop for a few seconds of uncomfortable silence and let them feel how
   you feel.
6. The second half of the reprimand:
   Shake hands, or touch them in a way that lets them know you are
   honestly on their side
7. Remind them how much you value them
8. Reaffirm that you think well of them but not of their performance in
   this situation
9. Realize that when the reprimand is over, it's over.

In addition to the easy to understand goal breakdown, one of my favorite quotes from the book was actually a story about Albert Einstein:

"When someone asked Einstein what his telephone number was - he had to look it up in a book. He never cluttered his mind with information he could find somewhere else."

I also loved the book in summary.....you don't have to fully understand the "why's" of being a One Minute Manager to put it into practice. In fact, putting it into practice immediately and being able to laugh at your own mistakes will make you a better One Minute Manager.

Great book.....great concepts.