TEA's Newsletter: Executive Update 3/11/10

by David J. Smith, CAE, President & CEO

In today's competitive environment, one cannot be successful if he or she strives simply to maintain their position in life. Likewise, employees cannot do only what has been assigned - meeting only the minimum expectations - if success, fulfillment and growth are desired. Looking back instead of ahead, remaining content with the "what is" rather than seeking "what could be," and doing what works rather than what might work better are signs of terminal stagnation. Spring is a time that ushers new hope and life into a previously frozen world. Renew your own expectations - identify and nurture "the possible" rather than accepting and hiding within "the probable" by avoiding these inhibitors of change.

1) Refuse to accept "what is" as "what will always be." Getting a job and doing all that you were told was once the primary factor in keeping a job for life. That is no longer the simple solution within today's world. An engineer or HR Professional will not survive without updating his or her understanding of current systems or laws. A production worker probably cannot be blind to automation and statistical process control techniques. Employees who "fail to know" typically fail to grow. When one stops learning they tend to fade away and die.

2) Do not confuse efficiency with effectiveness nor strive to be busy rather than productive. An e-mail may be efficient, but a conversation could more effectively resolve an issue without extended "replies and clarifications." An employee may appear busy but unless a sense of urgency is linked to the accomplishment of a stated organizational objective, the activity is no more meaningful than dust in the wind. Effective employees make sure that every investment of time and/or energy has a direct and measurable impact on their organization's ability to conduct business.

3) NEVER believe you are irreplaceable. If an employee feels that nobody could do what he or she does, that employee has probably accepted a self-imposed limitation on future growth. If nobody else can do your job, then you never get time to do anything other than your assigned tasks. Individuals who believe they are "critical" to the Organization within their limited and specialized role do not foster organizational growth, rather they reinforce stagnation, tend to accept mediocrity, and rarely rise beyond their assigned level of responsibility.

4) Don't fool yourself into thinking you know all the answers. Employees who know to question are perhaps more valuable than those who feel they know all the answers. One must always be open to new ideas, techniques, and ways of doing things in order to grow...and this openness does not come from closing off different ways of thinking about things. One can truly contribute to their organization ONLY after identifying the limitations of current systems, policies and procedures, asking questions as to how they might be improved, then moving forward towards more effective solutions.

Don't take success, achievement or advancement for granted. Take the time to plan where you're going, think about how you're going to get there, and maintain perspective along the way. Growth is never easy but it can be less painful if you acknowledge your shortcomings, learn from your mistakes, and move steadily towards the accomplishment of ever-expanding goals and objectives.

TEA's 70th Annual Meeting & Luncheon