Wailing at the Wall

I had a brief break in my BLOG stories as I considered whether to keep this effort going. I really do feel “called” to write. The stories are generally gifts to me and I have debated if this is the medium I should be using. I have some consistent followers and I’m hopeful they are enriched somehow in their work and/or personal lives. I have almost daily hits that are from all over the world and I find them interesting and at times, amusing. I’m sure there are a few who find my topic on the BLOG search and then get into it and wonder, “What?”. I have the ability to see where they came from and often (curiosity) find I get there and wonder, “What?”. We sometimes don’t seem to be a good cross match but then again who am I to say the moment someone doesn’t need a little (or big) hit of Leadership for The Christian Supervisor.

I do some articles for newspapers and had seventeen published last year. I was pleased with the result as I had set my goal for one a month. I’ve been giving thought to assembling some of my BLOG stories and some of the more in-depth stories into book form. The BLOG has been good discipline for what it takes to work at a full body of creating. I have been dipping my toe in the waters of major publications and may jump in and try to swim.

Swimming in new waters takes nerve. Much like applying for a new job, writing (even in retirement) places you in the unfamiliar, under rather unforgiving scrutiny, and makes you reach into your faith. That’s the good and bad of career changes.

God gives each of us a very big career talent. Most don’t ever use it as God intends. We get locked into a career by our choices so early in life we made them clueless or we simply needed a job and ended up staying. Retirement has offered me a chance to use God’s gift to me of writing. I know that is true. The part I get bogged down on is using this talent as God intends. I can what if myself into virtual paralysis.

I firmly believe to sit on paralysis’s butt is a sinful waste of God’s gift. So, here’s the deal: I am going to follow this dream of submitting my work for book publication. It may require I pull back from the BLOG but I am still available to those that may have questions regarding leadership, supervision or faith in the workplace. I will continue to welcome your requests for private consulting with supervisors and companies and requests for articles and stories.

While I was wailing at the wall of indecision, I prayed for God’s guidance. While honoring God’s gift of writing, I’ll be seeing if the waters on the other side of BLOGville are the next trip into using this gift. Till next time . . .

You may contact me at: je_deg@earthlink.net

The Devil and Tom Walker

Have you read the tale, written by Washington Irving, about the selfish and immoral man, Tom Walker? It is still good reading today about greed and ramifications. One of the things I enjoy about the old classic literature, the story holds a moral. If you have been schooled on how to write short stories, you will find “the moral” a key ingredient. In this great story, the moral becomes so famous the book title is still quoted in times of aberrant behavior. I recently heard “The Devil and Tom Walker!” used in a current movie when the character saw something happen so unusual as to elicit this exclamation. The Washington Irving story is based in the early 1700's and the moral is still so relevant as to elicit a quote in the year 2006. A strong message!

When is the last time you read a current novel, watched a movie or television story that had a moral so commanding and relevant it will be remembered three hundred years from now? Some of the stories are so empty I seldom remember them thirty days from now.

The relevancies of the old classics were used in our schools as teaching tools. Students not only learned how to read, how to construct short stories, and how to write they learned how to behave. There are those that would ban books from our school libraries that teach these morals. They don’t want to ban all books that teach morals just those that might reflect on goodness in a positive way. It's the Salam witch burning in reverse.

We often think of book banning as something from another generation, perhaps another culture, or at least something less than democracy. There are currently books banned from school and community libraries in the United States. Who decides what books are allowed in these sanctuaries of higher learning? In most cases, it is the local librarian, the local library board or school board. Has it occurred to you that the people who decide what books your child will learn from are elected officials? Your library board is elected and they hire the librarian. Your school board is elected and they hire the superintendent, principal, and the librarian. In other words, the elected official decides what morals enter your children and grandchildren’s heads.

Check out your local and school library. What books have they banned. What books do they have on their shelves. Do they balance their offering of literary information to allow adults and students the opportunity to learn values that coincide with your values? Do they balance their offering to allow you, as the parent and grandparent, the opportunity to teach your children what you value and also offer books that allow you to teach what you don’t value?

Check out the next book sale your local library holds to get rid of extra or old books. If you see a copy of an old Washington Irving book in the sale, does the library replace this classic with a new copy or will tomorrow’s readers be deprived of its valuable lessons?

You are today’s citizens, who by your vote, determine the fate of tomorrow’s education. Tomorrow’s education determines the kind of democracy experienced by your children and grandchildren. Local elections must be as important to you as your vote for the presidential candidate. Indifference to the little things can have huge ramifications on the culture of the future. A culture you must protect.

Believe me, friends, there are those that are working very hard to develop a culture you will not want foisted on the next generation. Passively letting the little issues be decided by elected officials who do not have your best interests at heart is foolish.

There is a moral to this story. Let your vote be responsible and informed. The future in your community depends on you.

Who Do You Trust?

Are you a cynic or a push over? Living life with flawed humans can push you toward cynicism that’s for sure. A broken promise, a relationship marred by deceit, a no-show at an important time, maybe even a theft of ideas or property can make it difficult to trust others. It can be all the more hurtful if you have had your trust betrayed by a friend. Don’t most marriages start out as two friends joining together? Don’t you have to put faith in your business to give your best? Aren’t we supposed to believe the pastor at our church has our best interest at heart? Live long enough and you will experience betrayal by someone you trusted.

This can be especially true in the business world, even a Christian business. Some people fail us just because they are human and make mistakes. Others will fail purposely.

It’s difficult enough when someone deceives because of lack of integrity but we manage to get over it quicker than when it’s a trusted friend. The hurt stays with us much longer and goes much deeper. It could be the broken agreement you entered into because you trusted. It could be the person you nursed to health that is no where to be found during your difficulties. It can be the woman in the next cube that you have coached through the past year has gossiped about you. The guy you play ball with at noon once a week who talked negative behind your back to the boss. These are the betrayed trusts that hurt the most.

We can’t stop others from betraying our trust. You can learn and then you must forgive. Forgiving is a commandment that mirrors God’s forgiveness of our own sins. Luke 6:37 "Judge not, and ye shall not be judged: condemn not, and ye shall not be condemned: forgive, and ye shall be forgiven." Forgiving will also insure good mental health. Carrying hurt or anger will only eat away at our own well being. Allowing this to happen will bring the one betrayal into a double whammy of hurt.

You should learn from this whole process. You should learn the value of keeping your word to others at home, in business, in church, simply at all times. If you betray the trust of another unintentionally (and I will make the assumption you would not do this on purpose), you must apologize immediately and set it as right as you can.

Betraying trust in a marriage can do damage that some marriages never recover from. Betraying trust in the business world can ruin your reputation and damage your chances for advancement. Make it serious enough and it could cost you your employment and hamper getting a job in the future. As a person who supervised others, I wouldn’t give someone untrustworthy a good break. They would have to earn everything they accomplished because I was not willing to invest my time and reputation in someone with so little integrity. It is an integrity issue. Even if you betray the trust unintentionally, there was a reason. It is often you didn’t put the other person first, take time to consider the ramifications of your words or actions, or care enough. Who do you trust? Make sure the person who calls you friend can say, "It's you I trust and with good reason."

Angry at the World

With the exception of some disabilities and injuries, uncontrollable anger is the product of immaturity. It has become a choice to let our instinct rule our intelligence. An example: A snake gets angry and strikes out when threatened. It is instinctual. The snake’s brain is about the size of a pea and they do not have human beings’ ability to reason. When a person allows their instinct to rule their emotions, they are no longer using the ability to reason. They are pretty much on the same level as the snake. This is an ugly comparison but accurate.

Another example is an infant denied their instant gratification. They throw this very loud tantrum because they do not have the maturity to reason out the situation. Some people are caught in this low level of maturity for handling their anger. Anything that doesn’t go the way they immediately desire, they throw a very loud tantrum. No wonder it has become so commonplace and accepted, we are surrounded by the idolization of the angry attitude on a daily basis. Watch a television program, a movie, the news, the schools, at work and at home. Anger will be the response to most every situation and it would be the outward expression of what someone believes is justifiable anger. It would be foisting anger on any and everyone. Listen to the script on the next show you watch - anger plays at least a major portion to the story line. Listen to songs, and the solution to life’s troubles is an angry response. Read the police reports in your paper, and domestic abuse is commonplace and at all ages. If I don’t get my way, I’ll get mad and someone is going to pay!

We live in a small rural community where we think big time anger isn’t a part of our world. To bring that thought into perspective, I’ll relay a Wal-mart story. The parking lot was crowded with lots of families and children walking. I was driving rather slowly in an effort to find a parking place without running over anyone. I found one and was ready to pull into the place when I realize I had pulled up a few inches too far to make a really easy turn into the spot. I put on the brake, put the car in reverse, looked in the rear view mirror and found a very large pick up was actually bumping my rear bumper. In addition, they were obviously shouting something less than kind. OK, I’m in your way and I’ll make that tight turn and get parked so as to let them move on their angry way. I got out of the car and was walking toward the store when I passed by this truck (who got a much closer parking place). The woman (I won’t use the word “lady”) rolled her window down and started screaming at me about how dare I try to back up and take their parking place. Huh? She went on screaming and I was so amazed I just stood there looking at her. Finally, when she took a breath, I apologized with “I’m really sorry to have upset you.” Well, that was apparently wrong and she started up again on me to the point she was talking about what she would do to me if she ever saw me again. I walked on into the store with wonder and sadness. My point in retelling this story is this couple had totally lost control of their ability to choose a mature behavior designed for the situation.

There are times when we all get angry at another’s behavior. Choosing to act out on that anger then becomes immaturity. Having an anger problem and not seeking professional help is also a choice. The reasons for being angry may be valid but failing to deal with them are not.

When you watch someone come unglued, it is sad. You realize they have let their anger take over their self control. They are demonstrating to the world their immaturity and failure to use reason.

Speculating on what is going on in the life of the other human being can defuse our anger. We have the most opportunity to do this while in our vehicles. Is it lack of attention because they have just received news their family member is terminal? Are they driving slowly because they no longer have quick responses and they want to make sure they don’t hurt anyone? Are they talking on the cell phone, eating french fries and putting on lipstick because they are young and clueless to the dangers? We all have human events in our lives and they sometimes make us drive less than perfect. The same can be said for all human frailties. We all have them and we should all be forgiving of the ones the other person displays.

Whether you have a short fuse, a long held grudge, or turn your mind off in angry situations, you need to get to the bottom of your anger issues. Talk to your clergy, mental health clinic, or a doctor. Find reading material designed for anger management. It may be a case where you need some help walking through your long held anger or your long held responses to stressful situations. It may be you simply need to step back whenever you feel yourself becoming angry. You may need to realize how you are perceived when you are angry. Do you really want people to be afraid of you and if so, why? Do you really want people to think of you as out-of-control or developmentally immature? Do you really want to lose chances for promotions, close relationships, or invitations?

Need strength to overcome immature responses? Need forgiveness for what your anger has done in the past? In addition to the help you seek from professionals, seek God’s advice: Proverbs 14:17 “He that is soon angry dealeth foolishly: and a man of wicked devices is hated.”

I Don't Want Your Help!

Someone dumped a little kitten in the country near our house. When you consider the dangers of coyotes, hawks, and other carnivores, dumping a kitten was a death sentence that was going to involve gruesome torture for this little baby.

Although we are trying to find an adoptive home for the kitten, we are currently protecting it from danger. To date, this little kitten has had a traumatic life. I’m sure I don’t know the half of it but several nights hiding in the corn field and ditches had to be a horror. She has one ear that has been chewed on a little and a voracious colony of fleas. When I finally was able to grab her, it was literally out of the mouth of two hunting dogs. No matter how much I hold her, feed and pet, she is afraid of everything. Her first impulse is to hide. She will purr when I wrap her in a blanket and pet her but the moment that wrap comes off, and she is running away. Even as the one who takes care of her, my steps or my hand frightens her to panic.

This whole scenario reminded me of employees who just won’t let you help them. As a supervisor you know they need help, you offer help, you implement help and they do everything possible to keep it from happening. I just don’t know the reasons why they can’t see their problems that are helping them self destruct on the job. The majority of employees who have this problem never change. They dig their heels in, stick their chin out, cross their arms and hell or high water doesn’t get them improving. How do you handle this situation in the work place?

First, you will have some employees who will embrace instruction and change. Those few are the ones that help you continue to hope.

For all employees, you must handle performance issues equally and with no discrimination. Having written performance goals for the department and each employee allows you to remain above the attitude of the stanch refusal to change.

You must have good reason to take an employee down the road to change. It can’t be that they are simply unpleasant. It can’t be that their personal life is not to your liking. It can’t be that the other employees find them irritating. It can’t be prejudicial.

You will need the following in writing:

1. Company goals, mission statements, and vision.

2. Performance goals & standards for your department.

3. Performance goals & standards for each employee’s position.

4. Company programs, rules & ramifications for safety, drug & alcohol uses, care & use of company equipment, customer service, overtime, uniforms or protective clothing, other standard of dress, use of communication equipment, certification & licensing, reimbursement policy, and the list would go on for different businesses.

5. A confidential file for each employee that would have a complete picture of that employee’s company performance.

If you have all the documentation from the company expectations, rules and ramifications, you will be able to rationally counsel and coach a problem employee or an employee with a problem. Should the employee be one that refuses to get with the program, you will then have all your information, the action taken, the employee’s response in order to proceed to ramifications. This allows the employee to make the decision on his/her own fate at your place of employment. They may never accept that they were responsible but you will be able to prove legally, morally and ethically you handled the situation in the best possible way. You did your job correctly.

And should you have one of those wonderful experiences where the employee actually changed and became all he or she could be for their own self and the company’s - celebrate. It is the stuff a good supervisor lives for - enriching an employee’s work life and enhancing the company’s resources. Good job.

Whose Dictionary Are You Using?

When you supervise, you may think you are using the same dictionary when discussing issues. You may agree on the issue and down the road find out the other side had a completely different concept or meaning of words.

I learned this from the union business agent after a rather frustrating negotiation meeting. The solution seemed so simple to me. When I confided in the B.A. I didn’t understand why doing what was "right" was such an issue, he dropped this gem on me, "We both want what’s right. It’s that we have a different definition of what is "right." It was a "ta da" moment.

It doesn’t always make the other side’s answer any easier to take but it does take some of the frustration out of the understanding.

Sometimes the definition is skewed as a method of deceiving and manipulation. Read North Korea’s statement about their nuclear test this morning, "The test marks a historic event as it greatly encouraged and pleased the (Korean People’s Army) people that have wished to have powerful self-reliant defense capability." Adding, that it was "a great leap forward in building of a great prosperous powerful socialist nation." Consider this impoverished and isolated country has relied on foreign aid to feed its 23 million people since its state-run farming system collapsed in the 1990's following decades of mismanagement and the loss of Soviet subsidies. This fact and the July floods, South Korea and Seoul’s hold on aid and you have a nation whose citizens are in desperate shape. I would say there is a huge difference in the definition of "greatly encouraged and pleased people" in the press release and in reality.

As a supervisor, it is extremely important you understand the other person’s definition of the topic you are discussing. A smile, nod of agreement and a handshake does not make an agreement which is in agreement. A good portion of your job will be consumed by reaching agreement to budgets, performance standards and reviews, goals, contracts, and service. Making your words easily definable will be a start in an agreement that satisfies both parties long after the handshake.

We all make a joke of contractual "small print" which is purposely designed to deceive and confuse. Legal contracts, supposedly worded to leave nothing undefined, are often purposely worded as confusing and obtuse in an effort to disguise motives. When you are presented with a document or statement that is overly worded, confusing, or just don’t feel right - think again about what the other side is trying to accomplish. Proverbs 20:17 "Bread of deceit is sweet to a man; but afterward his mouth shall be filled with gravel."

Some misunderstandings based on different definitions are not sinister or meant to confuse. They are simply two sides coming to the table with different sets of understandings. Failure to recognize the differences can change a friendly misunderstanding into an issue. In this case, it is better to question and define prior to the handshake so when the deal is struck, both parties remain happy with the results.

As Solomon was granted understanding, we might also seek the Lord’s guidance with Solomon’s prayer to God: I Kings 3:9 "Give therefore thy servant an understanding heart to judge thy people that I may discern between good and bad: for who is able to judge this thy so great a people?"

Whether meant to deceive or simply a cultural difference, it is up to you to pursue an understanding of the issues prior to the conclusion. You will need an understanding of the meaning of the words, the motive of the words, and the desired conclusion from both sides.

Deal 'em Partner

"You got to know when to hold em, know when to fold em,

Know when to walk away and know when to run.

You never count your money when youre sittin at the table.

Therell be time enough for countin when the dealins done."

Yes, I know, it’s from the Kenny Rogers song, The Gambler. What does it have to do with supervision you say?

The story goes: I had an employee working for me that had been hired into supervision after about forty years in the field, doing guy work. After accepting the job, he about dropped his six shooter when he realized he was going to be working for the woman he thought was the secretary. He’d been a tough guy and had the reputation of a scoundrel. We were both thrilled.

As the story progresses: He sat with me at several meetings where supervision was in an adversarial position. Without going into the confidential past, we had to stand tough against some tough odds. I learned early in my career, the more information you had on a situation prior to these meetings, the better you would command your point. I also found most of my opponents figured I was weak and they could steam roll over me. I would hold my information close to my chest, watch how the cards fell and gauge when and how to use the information to gain the best advantage. You poker players should now begin to figure out how the above verse will play out in my story. Because my adversaries underestimated my ability to read my opponents’ hand, I was often able to win the round.

The final hand: I would estimate what I held, what I wanted to accomplish, and offer up the best solution for my cause. Then I’d simply walk away. After the meeting was over, I’d gather my supervisors for a wrap up in my office. This supervisor would start talking the above verse. We all got a few laughs at the end of some tough times. I hadn’t planned on being a card player or even using it as a model. I considered it good negotiation skills based on the ability to read others and being very prepared. As this fellow and I worked together until he retired, we gained respect for and learned from each other.

Cards and life: You may not be dealt the best of hands every time. It’s to be expected. What does matter is how you play them. Although you may find the analogy a bit hokey, it is based on sound supervisory skills. If you haven’t already thrown your cards in the air and promised yourself you are never reading this again because "she has slipped way off her center", let’s put this cowpoke to rest:

You got to know when to hold em, (This means you have all the important information and accurately gauge how and when to use it for the best advantage. You do this without letting your opponent know what you have in your hand.)

know when to fold em, (If you find you don’t have what it will take to win your purpose, you don’t pursue it any further than necessary. You don’t take your desire to win past the point where your position isn’t good enough to waste any more on a sure loss.)

Know when to walk away and know when to run. (If you find yourself in a surprise or distinct disadvantage, get out of the situation before it turns ugly. It’s always better to get out of a situation on your own terms rather than wait until you loose it all.)

You never count your money when youre sittin at the table. (Never take a public assessment of your information and situation while in the meeting in front of your opponents. It never helps your situation to brag or humiliate the opponent.)

Therell be time enough for countin when the dealins done. (You will have plenty of time to review the facts and learn from mistakes and profit from wins with your own team. Some wins are better not discussed with the opponent, and they may not realize they have even lost those issues. They may not understand the stakes they were playing for and those that are important in the future.)

Thanks for listening, partner. I think I’ll just mosey off into the sunset . . .

R.S.V.P.

Come on, tell me exactly what does R.S.V.P. mean?

It is French for: “repondez sil vous plaits.” But, what does it really mean? And more important, do you R.S.V.P. when asked? Let’s start with a little education and the reason.

Rules were developed for specific reasons. Sometimes those reasons become obsolete and the rule is no longer needed. Sometimes they continue to hold true through generational and cultural changes. The requests from a host that you let her/him know if you will be attending the occasion is in the form of R.S.V.P. It’s a simple request and the basics are as follows:

Someone plans to entertain. If you are invited, that means the hosts consider your company an enhancement to their event. They are telling you that they value you and what you have to offer. They are telling you, for whatever reason, you are special to them. It is a compliment.

It is not necessary to attend every event you are invited. You may choose to decline the invitation. You may choose to accept the invitation. At this point, you need to follow the instructions for R.S.V.P.

1. There will be a phone number for you to call, or,
2. There will be an enclosed reply form, envelope, and it will be addressed & has a stamp.
3. There will be a date for all replies to be received.

If the invitation has “regrets only,” they are saying we will count you as attending unless we hear from you. You do not need to contact us if you are coming. This is different from R.S.V.P.

Why does a host want to know if you are coming to the event? It is both a financial and a consideration thing.

1. Typically, the food served for snacks, dinners, desserts, refreshment and drinks are expensive and often labor intensive. Whether catered or handmade, they require a large amount of cash and time outlay. Having an accurate count of attendees prevents wasting the hosts’ money and time.

2. If the event is catered, the hosts must guarantee a certain quantity so many days prior to the event. Once that quantity is in the contract, there is no lowering the number or the cost. Adding to the contracted amount usually costs more than the original quote because of the inconvenience to the caterer.

3. If the event is in a catered or rented hall, the size is chosen based on the number of people attending. The larger the invitee lists, the larger the hall and the more the cost. Once the contract is signed to rent a hall, the cost has already been paid. The host loses most, if not all, the contracted cost should they need to cancel.

4. Decorations for a rental facility are bought based on the size of the hall.

5. If valets, bartenders, coat check and restroom attendants, waiters, janitors, parking garages, event planners, florists, table and hall decorators, etc. contracted, the size of the group (and the hall) will determine the cost.

6. If the event is hosted in a home, the arrangement of the chairs (tables and chairs), the number of plates, silverware, glasses, cups, etc. is determined by the number of responders. All must be cleaned, arranged for easy access, tables set, and furniture arranged to accommodate the specific number.

7. If the hosts are providing party favors or gifts to each guest, they will not want to have the additional cost of items they will never be able to use.

If you have replied you will be attending but later find you are unable, immediately let your host know. No matter if it is two minutes before the start of the party. The only excuse to not attend is if you have a genuine emergency or very pressing matter that prevents your attendance. If you don’t want to go to the event, the R.S.V.P. is the time to decline gracefully (most need no excuse.) Having something come up that you deem more entertaining or being out of the mood simply is not a good last minute excuse. The lie you make up to get out of the occasion will be transparent at this point and will insure you will be classified a poor choice for future invitations. If you must call to decline after you have already accepted, be sure to send a follow-up note to the hosts apologizing and expressing your regret for the circumstances.

What you are saying to the hosts when you do not reply to an invitation:

1. Your invitation and friendship mean nothing to me.
2. I don’t care if I caused you to waste time and money.
3. I have poor manners and consideration of others.
4. I do not want to be invited again.

What you are saying to the hosts when you do reply to an invitation:

1. I have consideration of your work, time, money and friendship.
2. I have class and manners.
3. I hope to be invited again.
4. I value the reason for the invitation (wedding, social, business).

You see, this has more to do with the hosts saying to you, “You are special to us.” Your replying, per the instructions for R.S.V.P., indicates to the hosts, “You are special to me.” Very simple habit to adopt. A necessity to adopt for business functions, social events, and family gatherings.

Action ~ Reaction

Isn’t it amazing how two letters can make the meaning of a word totally different? Action or reaction in the work place is also totally different.

Action n. 1. The process or state of acting or of being active. 2. Something performed; act; deed. 3. A consciously willed act or activity. (1)

Reaction n. 1. A reverse movement or tendency; an action in a reverse direction or manner. 3. Action in response to some influence, event, etc. (1) There are, also, political, medical, nuclear and mechanical definitions.

It is important, as Christians, we base all our actions and reactions on Godly planned reactions to actions. Now if that doesn’t get confusing, I don’t know what will . . . This will occur when you take strict definitions and apply them to Scripture. Please hear me out on this talk.

We often see examples of people reacting to the actions of others in a reactionary way. Meaning, they give no thought to how they behave upon being confronted with another’s behavior. As an example: Someone cuts you off while on the interstate (action) and you make an obscene gesture (reaction).

As Christians, we are observed whether we perform both actions and reactions in a Godly manner. If you have stored up Scriptural behavior, your reaction will be a response based on Godly principals. Your reaction will not be a reverse tendency or a like response. A like response is an “eye for an eye.” Friend, an eye for an eye is God’s responsibility. Your responsibility is the ground yourself in His word so deeply you will automatically react in a manner pleasing to God.

I used to drive a lot during my work day. As a result, I was often confronted with the actions of others on the highway. I let their driving skills bring out the worst in me. I would react with anger and act out in a very unflattering (shall we say ungodly) way. Once I became more grounded in what God expected from me, I first began to ask God to forgive me every time I acted out in an ungodly way. I would then ask God to help me react in a more appropriate manner and to have that my first thought response. God does work on these things with you! I have turned my reactions to others’ driving into an action. I ask forgiveness for the person, for that person’s safety, for God to be in their life. Taking my pride out of the situation (pride that I must be smarter than the person who drives so badly) and realize I need the humble spirit of helping others through my example and prayer.

Your action following another person’s action is essential to good supervisory skills. You must react to situations - but allowing them to be simple reactions to the stimuli of one bad situation is not God’s instruction. Being grounded in the Word will enable you to draw His wisdom for each and every situation. Holding your actions to a higher standard will allow you to perform your work and your Christian duties in a manner pleasing to the Lord.

Matthew 7:12 “Therefore all things whatsoever ye would that men should do to you, do ye even so to them: for this is the law and the prophets.”

Naivete of the Righteous

We all know Christians who are what we term "good people." They have a heart for Jesus and base their life on Godly principals. You may even be one of God’s sweet souls. You see the world through your own gentleness and kindness. You project Godly qualities and assume the best of others because your mind and heart just never go to that place of sin. Not that you are sinless, you just try very hard to be in the Word and practice those principals daily and in earnest.

I would hope this is the standard we all hold to in the work place. I found many employees that had deep faith in God tended to be naive about people issues. That naivete made supervision harder in some ways. They were often the best supervisors but their ability to predict, understand, and handle the ungodly is often more difficult. This is especially true for those that have never walked in ugly sin prior to committing their life to Christ. God forgive us our sins, but those of us who came to Christ after hitting bottom understand the sinful and disobedient better than the Christian who turned to Christ through a good experience.

I never hope to change the pure of heart into a cynic. I would offer some suggestions to help you supervise with a deeper understanding of human nature.

Employees come in all shades and shapes. I’m not talking about physical appearance, but I’m talking about what makes them tick. An understanding of human nature, your own personal experience, and an intuition for what is abnormal vs. normal all help you supervise. Not having those attributes puts you at a distinct disadvantage in the workplace. One of your most important qualities needs to be looking beyond here and now: the word said and the word not said, the inflection and the body language, the motives, and predicting based on evidence both seen and hidden. Sounds like the makings of a detective story.

Expecting the best from employees is a good quality and supervisory attitude. Understanding you will not always get the best from employees is also a good quality and supervisory attitude. Being able to predict those incidences will allow you to be prepared. Being able to quickly recover from those incidences will help you keep the workplace sane. To recover quickly, you will need some level of expectation based on reality. A Christian who is naive will be thrown into a funk very quickly when other people act less than stellar. Having your naivete shattered during an emotionally charged work issue puts you in a reactionary mode, lessening the effectiveness of solving and remedying the situation quickly and efficiently.

As a Christian, submersing yourself in the Word should bring you out of your innocense and into human situations that show all possible human frailties as if they were in today’s workplace. At no time in Biblical stories was there not examples of the average Joe (or the saint for that matter) failing to rise above temptation and sin. The scriptures are full of employees who make wrong choices, suffer severe consequences, and hurt others. By absorbing these examples, you should broaden your perspective of human nature.

And after the situation is over and resolved, you may turn your beautiful faith towards the God that has guided you through the situations of life. This is where you will allow yourself the innocence of the sweet child to cling to the grace that God is in control and always will be.

I Peter 4:16 "Yet if any man suffer as a Christian, let him not be ashamed; but let him glorify God on this behalf."

Where Sadness Leads

My family arrived in the U.S. and settled in Lancaster, Pennsylvania. I’ve read with overriding sadness the events at the Amish school shooting in that area. Not only because I feel a connection to the area and people, but as a mother who can grieve at the horror the families and community must now endure. Through the nightmare story, I will pick one little sound bite that might be relevant to this BLOG page.

“The Co-workers told police that Roberts, who was normally friendly and talkative, had become less outgoing in the past few days. They said that a "calm" had come over him, an indication, Miller said, that Roberts had decided to go his rampage.” Co-workers also commented that he had become “dark and withdrawn” in the last few days. I won’t second guess the co-workers’ actions or non actions because I don’t know the facts, but I will use this as a teaching point for the work place.

We often spend more time with our co-workers than we do with our family. We know them pretty well: their strengths, weaknesses, idiosyncrasies, and what’s normal behavior for them. They can become our friends or drive us crazy but we still pretty much know what to expect from them. Here’s the deal: when someone acts out in a particularly unusual way, totally out of context from their normal, someone at work should take notice and take action.

Seldom do employees go off the edge of sanity as in this horrific case. But, work long enough and you will experience employees who, for whatever reason, move off normalcy to the point they need attention and help. As supervisors, we can no longer just sit by and observe and do nothing. You must take action for the employee’s sake and for the sake of others.

I had an employee that began to make poor work decisions, some of them safety violations. His co-workers covered for him for fear of discipline. His family covered for him for fear he would be fired and lose benefits. Finally, the problems became so obvious, that it came to my attention. Through an enormous amount of investigation, I found the man was suffering from Alzheimer. Once I knew the circumstances, we could help the employee and his family find solutions to his work issues that benefited him, his family, his co-workers, and the company. Had his co-workers come to me earlier, the work place would have been safer, the employee could have been seeking treatment and not endured confusion at work, and his family could have had the facts and support they desperately needed.

Some issues that co-workers may not act on are alcoholism, drug use, other addictions, depression, physical illness, financial problems, violent behavior and others. Employees must trust supervision before they will share suspicions or fears. Union shops are typically “we/they” and “we will take care of our own” mentality. Employees don’t want to be responsible for the possibility of an employee being disciplined. Others, simply don’t want to get involved.
Getting involved must be encouraged in today’s unpredictable world. We don’t want to encourage a bunch of snitches but we must encourage employees to recognize unusual or harmful behavior in an effort to prevent heartache, stress, and violence. We’ve seen the effects of workplace violence starting in the post office killings. Lately, we have seen it in our schools. It is time for those in charge of our businesses and institutions to encourage our employees to report unusual behavior to counter this trend to violence.

What if an employee reports something that isn’t the first step to disaster but merely an employee experiencing an off week or a family issue. This will happen in a workplace that cares about each other. This will occasionally happen when one employee wants to cause trouble for another employee. It is far better to have the occasional mistake than miss signs of the occasional horrific event.

What can you, as a supervisor, do to encourage your employees to help with this situation? You can proceed with upmost integrity. Your first thought should be what can I do to make the situation come to a benefit for all. Talk to the employee out of care and concern. Find out if there is anything that can be done to help or repair. Can I offer outside counseling that will happen quickly? Find out if it is ominous enough that you should immediately contact your supervisor, your human resources, and the police.

It’s a very delicate balance between not reacting enough, reacting within reason and over reacting. Unless, it is an in-your-face emergency, I recommend you bring others into your decisions and action. You are not expected to be able to psychoanalyze every employee’s mental and emotional problems or actions. But, IF (and it is a big IF) you or others suspect something is just not right, your conscious demands you talk it over with others as soon as possible. Large corporations have departments that will be able to advise. Your direct supervisor must share in your thoughts and can offer direction. You may need to confer with legal. Your local or state police can offer advice and assistance. Business owners may need to confer with local mental health clinic or professionals.

I found asking God to help me make the right decisions was the first place to go to find solutions. God cares about the employee, the work force, you and the situation. Let your actions be ones you will be able to look back on and say, “I did the best I could with the information I had.” I guarantee it will be one of the most difficult journeys you have experienced. It sometimes has no happy ending. But, given the choices you have to make, do not let yourself be in the situation where you ignored the warning signs and you must then face an ending that was horrible.

Jude 1:22-25 “And of some have compassion, making a difference; and others save with fear, pulling them out of the fire; hating even the garment spotted by the flesh. Now unto him that is able to keep you from falling, and to present you faultless before the presence of his glory with exceeding joy, To the only wise God our Savior, be glory and majesty, dominion and power, both now and ever. A’-men.”

Leaking Secrets

Are you as tired of quotes and leaked information from "unnamed sources" as I am?

I used to be able to understand a small measure of leaking information to allow the public to be prepared. Today, I have little or no confidence in the sources and their motives. It appears to be a thinly veiled attempt to discredit or illegally release sensitive information without having the guts to take credit for the statements. It’s a coward’s way of working and the media’s cowardly way of reporting so-called news. Have you noticed the major news reporting agencies are sounding more and more like reading an edition of the gossip rags? It’s my soap box these days: the major media’s apparent lack of moral values and self-regulating standards. It would be such a shame if the major media became so lax at holding themselves to higher standards, they open the door to government regulation; something no American should endorse. But, they have become an example of the child who misbehaves and then protests his parents are mean for disciplining him.

The media’s refusal to use their own internal security system, their own set of integrity has pushed them into two categories. The first has been the degrading of their image as America’s first line of reliable information. When the public can no longer rely on the major media to report truths and news, without their own spin or opinions injected, they become nothing more than cheap entertainment. Cheap entertainment at best; fraudulent at worst. Second, when the news media releases government intelligence secrets or politically motivated agenda articles under the guise of "an unnamed source," they beg for government censorship. God forbid! As an American citizen, I do not ever want our media’s reporting, either major or local, to become government controlled or regulated. When will the publishers, owners, and editors stand up and demand a higher standard of reporting from their organizations? When will they realize they are not losing readers or viewers because they have become obsolete as a medium but because they are becoming so very trite and unreliable for reporting events and situations truthfully - without bias?

Now that I have that tirade out of my system for this Monday morning, let me broaden this more. Each business, large or small, needs a person or department dedicated to releasing information for the internal employee and the external customer and contractor.

I recently read of an organization who had a major internal problem which had been leaked to the media. Putting the issue aside, what really struck me was the head of the organization did a very poor job of releasing the information the public needed to hear. By not expounding on anything, their behavior put them under suspect. They did not release any information for several days which gave the public a field day of speculation. Believe me, speculating by the public is far worse than any truth you can report.

All businesses need to take some time to discuss what problems they could face in emergency situations. These are issues such as financial troubles, improper behavior, product malfunctions, and the list goes on according to your particular business. You must be ready for the unexpected. You must have examples or perhaps a sample script ready to release at a moment’s notice. Place them in a binder and appoint a person (and a backup) to have that role with the media. Spend a little time rehearsing the visual interview; making sure you don’t look harried or that you imply the business has just "come apart" because of the issue.

Know how to draw up your own press release with the information you can and should release. Your release would include information that can help the public understand your situation. It is all right to say you are investigating the situation and when the investigation is completed, a complete report will be issued. Then make sure to follow-through to keep your credibility as their "go to" person. Lack of accurate and timely follow-up simply tells the media they need to get their information from another source. That source could be a disgruntled employee, an outside "expert," or the casual observer. None of these will have your business’s best interested at heart.

Know, legally, what information you cannot release. It is very important that you do not get sued because you have released protected information or information that is in error. Protected information could be employee names and personnel issues. Protected information could be the financial detail of the company or business. You may want to consider if the information you release could set up the business for other problems (stating the cash drawer had $30,000 in it at the time you were robbed only asks for more robberies). Stating the employee’s name if they are suspected of stealing is releasing confidential information and opens you and the business to the charge of slander. If an employee is arrested, let the media gain that information from the police records.

Although you may be pressed for additional (and protected) information, most media reporters understand the legal constraints of secure information. Speaking on "condition of anonymity" is like lighting a stick of dynamite and expecting the wind to blow it out before it explodes. If it is a big media scoop, despite their promises you risk being quoted. If it is too specific, you risk everyone who reads the quote knowing it had to come from you. It is just too big of risk for you and your business. And besides, it is very unethical and cowardly to release information you know you shouldn’t (because if you should, you wouldn’t be doing it anonymously).

II Corinthians 7:2 "Receive us; we have wronged no man, we have corrupted no man, we have defrauded no man."

Again, it is always acceptable to say you do not have the details, you have not completed the investigation, you will get back to them or keep them updated. Remember to follow through on your promises to the media to remain the source they quote.

You, as the representative of a company, business, board of directors, union, or whatever, should remember: You are creating and protecting the image of that group or business. Don’t let protecting the images get in the way of your ethics and be your sole purpose but don’t forget it is also a reality. Poor or no press releases or statements in times of trouble can destroy an image that may take years to repair. Since most of us depend on the good will of our customers, our donors, or our patrons, managing your image and press coverage in a professional way is paramount during emergency situations.