My guilt complex & speaking your mind at work

I have a guilt complex. It's a family trait. Something in my genes and I just can't fight it. It means I feel unnecessary guilty about things and say sorry far too often (frequently for no reason). So, now as I say sorry for not posting on here for so long (it's been over a month) and admit how guilty I feel for neglecting this blog, I know there's no need really for this meaningless confession. No-one's life has suffered because I failed to come on here to share my words of questionable wisdom about the world of work. But still I feel bad. So, sorry.

That now said, I feel I should qualify my absence with a reason (some would say an excuse). Well, I have been extremely busy. Yes, I know, the predictable response. But I really have. I've been writing internal comms announcements and award submissions for a corporate client, doing some PR and social media stuff for a charity and writing lots of articles (I can prove it - look at some of my published pieces).

Now I feel I can move on. Phew.

Yes, there is more to this post than my guilt trip. Today's debate is on whether you should challenge your superiors. Is it a sign of professional strength or an irritation that will secure you a position at the back of the promotion queue?

Based on my research for this feature for Edge Magazine, I would say when delivered wisely, a well backed up challenge is a good idea and a way to positively differentiate yourself from colleagues.  But it has to be done with confidence, conviction, tact and respect. And you have to be prepared to back down with dignity sometimes.

Here are a few tips I picked up:

Be confident in your expertise. Your boss promoted you because they believe you have a unique skill or capability. Your specialist knowledge is empowering and will enable you to make your voice heard and present a justified argument. 

Be subtle about it. Common courtesy and showing respect for seniority is crucial management behaviour. Never imply that you’re trying to influence a superior or manage their actions; they will immediately switch off.

Consider building a coalition. Sometimes it’s better not to act alone. Your voice on its own may not be heard but if you can gather an influential and united group of people to put forward a point of view it could be a more effective way to demonstrate your case.

Look for short term wins. Building the trust of senior colleagues takes time. If you’re struggling to get your voice heard, identify some short term wins and tackle those first. This is a way to demonstrate your capability and test your influencing style before taking on a more significant issue.

Find a mentor. Look out for people who are good at delivering challenges and ask them for their tricks. Most people are happy to share their skills if it’s something they’re good at.

So, off you go and bully your boss. Only kidding. I don't mean bully. I said that in jest. I probably should delete that comment; my guilt complex will go into overdrive if any of you take this literally and get the sack, find yourself at an employment tribunal for bullying behaviour, or in hospital when your boss lashes out at your below the belt challenge,  or maybe your family end up living on economy baked beans when you lose your job, ... I've got carried away so I'll stop there. Sorry.

"Let's have a meeting"

“Let’s have a meeting.” You’ve said it, now you feel better. Go on, admit it, you feel relieved. You can relax knowing you’ve taken the bull by the horns and done something. Pat yourself on the back, a date is going in the diary – a tangible action. Or is it? Do meetings in reality just slow everything down, courting deliberation and procrastination that simply delays getting the job under discussion done.

Meetings have become an unavoidable part of our business culture. We insist on them to make any decision, to start any project, to keep in touch with our team, even just to get through the day. If you don’t have a diary full of meetings you feel like somehow that you’re failing in your job. Even though too many meetings ironically prevent many of us doing our job and getting home on time.

It’s estimated that in the UK 5 million meetings happen everyday. And 80% of that time is wasted. Making sure meetings are well-designed and really needed is one way we can all make better use of our working day. And I'd like to suggest that’s all about injecting some PACE (Preparation, Action, Creative Control and Engagement) into our meeting schedules.

Purpose 
Do you actually need that meeting you have just suggested? If a meeting is habitual or has no clear objectives it can be a waste of time. There is a danger that pointless meetings become talking shops that are self gratifying rather than productive. 
If the only purpose is just to share information, could this be done more efficiently via electronic channels?

Action
A well-designed meeting is crafted to drive action. Measurable outcomes and actions are an essential output of a well-designed meeting. The close of the meeting should not be the end, it should be the start of the next phase of progress. 
The end of the meeting isn't the end of the discussion; the meeting should inspire people to think, discuss further and most importantly act.

Creative Control

A good chairperson is key; to keep order, to keep the meeting moving, keep an eye on the timings and to make sure the points are covered. But just as important is the chair's ability to energise the attendees, keep them engaged and involved. And this means listening and responding, provoking discussion and ideas. A robotic chair, whose only aim is to get through the agenda can fail to achieve anything but good timing and stifle creativity. 


Engagement 
Thorough preparation, commitment and enthusiastic engagement are key to a successful meeting. When you spot someone around the table stifling a yawn, fighting to stop their heavy eyelids from closing or doodling aimlessly across the top of the agenda papers you know the meeting is destined to be a waste. So... 



• Everyone involved should have the information they need to contribute to the meeting in advance of the event. So a good, well thought out agenda (that they have opportunity to add to), an understanding of the expected outcomes and any background. 

 
• All attendees need to understand why they have been invited, what is expected from them and feel motivated to contribute. If a person hasn't got a direct role or anything specific to contribute, should they really be there? 

 

So, before you scurry off to your next pointless meeting, ask yourself does it need a bit of PACE?

Bidding hysteria: 5 things that make you tear your hair out.

As part of my complete devotion to using social media as a route to unlimited professional prosperity (read: I'm trying justify my addiction by using it as a work tool rather than as simply a sophisticated time-wasting device), I've started taking part in a few of the discussions raised by various sales and marketing groups on LinkedIn.

The discussion that caught my eye today was entitled: What are the most common problems bid managers face? Here is my response with the top 5 things that came to mind when I saw this question...

Bids, pitches, tenders, proposals, beauty parades ... whatever you call them they can be stressful; causing you to tear your hair out at times. As a business development manager in the professional services industry, they were always the aspect of the job that kept me late in the office and most frequently dialling for a pizza to get me through the dark office hours. But bid writing also keeps your professional adrenalin pumping. They can be immensely rewarding projects to work on and once you understand the challenges it gets easier to anticipate problems and manage them. I would list my top 5 common problems as:

1. Engaging a bid team. Bid management can be lonely (and demoralising) if you try to take it all on yourself. Assembling a team, getting them excited about the potential of the work on offer and securing their commitment and contribution is an important factor in success. It also makes bids far more enjoyable to work on.

2. Keeping the momentum going. As the bid manager you are often the one who makes sure the key milestones are hit that will ensure delivery of the bid, on time and in a winning format. Keeping people interested and involved means you need to radiate energy and enthusiasm (which after a long day/evening editing technical text into readable copy can be a bit of a struggle).

3. Panic! As the deadline gets closer, people panic, the blood pressures of the interested partners rise furiously as they realise they haven't done as much as they should. And as bid manager you need to keep calm and positive and resist the urge to join the hysteria.

4. Making sense of contributed text. Sometimes it can be a few disjointed bullets and sometimes reams of complicated copy presented in the form of long sentences and jargon. Against the clock you can find yourself under pressure to convert this into sparkling, persuasive sales copy that won't send the reader into a deep, peaceful sleep.

5. Managing your time. Pulled in all directions and expected to perform miracles, a good bid manager needs to know what and when to delegate e.g. can a secretary help with the minor tweaks and amends while you focus on creating original content, can an enthusiastic junior fee earner help chase contributions etc?

And looking back over these now, I realise it is overcoming these challenges and managing them with a smile that makes a good bid manager. And also what makes their skills so in demand. Bid managers out there - Afternoon Debate salutes you!