Even though there’s a position description, most professional jobs have a certain amount of flexibility.So before changing jobs or companies, first look at changing aspects of your present position.

Here are three things to focus on in job redesign – shaping your job to fit you better.

1. Task content:

This involves improving the way that things are done using skills that you already have; or using your knowledge to change working methods so that you can generate better results. Michael suggested to his boss that they change the intake procedure so that there would be less errors and duplication.

So what changes in your job can you suggest to your boss that will benefit the department and also give you greater job satisfaction?

2. Relationships:

Here, you look for ways to connect with others during the course of your work. For example, Joe volunteers to teach all new hires throughout the company on the internal reporting system. This does two things: He interacts with people from different departments and he gets known as the IT person to go to.

So how can you modify your job to allow for more interactions with others inside and outside the department and the company?

3. Purpose:

You can also redefine your job to reflect what you see as being the real impact of what you do. For example: Mary, a receptionist for a marketing firm, sees her job as an ambassador for the company. She greets visitors with an enormous smile, offers refreshments and engages them in conversation. She is not “just” a receptionist; she IS the company when people come in.

So how do you see your job? Can you identify how what you do makes an impact for your boss, your department, the company? Everyone should know and let others know their contribution.

Career Success Tip:

Job redesign gives you the chance to turn a dissatisfying situation around. The changes you make must not only bring you greater job satisfaction but must also have positive outcomes for your team or department and of course your boss. Also see Job Satisfaction: Have You Lost That Loving Feeling?

Build, jump start or advance your career with the Free E-Book: Career Power!

The Susan G. Komen Foundation found itself in a public relations nightmare because it didn’t think through the consequences of the decisions they made and the actions they took. They were totally taken by surprise by the uproar.

This post is not focusing on the moral, ethical, religious or political “rights or wrongs” of the decisions made; rather, I’ll be looking at it from a leadership perspective.

The Law of Unintended Consequences

We live and lead in a complex world with a “mess” of relationships and interactions. This means everything interacts with everything else. The Law of Unintended Consequences holds that almost all human actions have at least one unintended consequence. In other words, each decision or action we take can have more than one effect including unforeseen or undesirable effects. A solution to one problem can create another or what looks like honey can quickly turn into vinegar.

 You Can’t Turn the Clock Back
So how do you as a leader, avoid or at least mitigate, unanticipated and possible negative outcomes?

 1. Get out of your ivory tower.
Make sure the people on your team have a diversity of perspectives and backgrounds who them can point out situations, opinions and key stakeholders that are not on your radar screen.

 2. Don’t dismiss devil advocates.
They are not all pains. By  being critical or taking an unpopular stance around certain issues, they may be identifying dangers you haven’t thought through.

 3. Play out every scenario.
Anticipate who will be affected and what their possible reactions might be – from total delight to grudging acceptance to quiet sabotage to a social media uproar. Remember, what may seem rational to you can be considered totally unreasonable to others.

4. Take a break.
Don’t be rushed into a decision because someone or something is pushing you. Stop, go for a walk, have a meal or a fun activity. Consider bringing in an outsider to help your and your team identify and understand the many facets of the situation before making a decision.

 5. Communicate, communicate, communicate.
Develop a plan to make sure information about the decision moves quickly up, down and across the organization. Also be alert to outside key forces whether the media, industry analyst other companies, etc. We live in a totally connected world that communicates instantly and often.

As leaders, we can’t fully control the world around us but we can control how we solve problems, make decisions and take actions. Where do you need to improve?

Smart Moves Tip:

Invite bad news and don’t sweep it under the carpet. Face up to problems immediately which can occur as part of a decision or action, despite your best endeavors. Solutions to one problem may create other new problems. Expect it – that’s just the way it is and you’d be kidding yourself if you thought otherwise. Be a great people leader who gets results with the Free E-book Quick Wins!

He presents wind up teeth with feet to employees, managers, and franchisees that ‘walk the talk’. He’s passed out hundreds – each with a personal message scrawled in pen and a check for $300.

In his office, Novak also displays novelties and silly hats from team leaders, who are encouraged to create their own awards. A larger-than-life cardboard cutout of a rubber chicken was a gift from KFC employees.

“Our business is about people. We’ve found that if we build teams where people feel valued, we end up with less turnover, more satisfied customers and more profitability. I want to reward people, but I want to do it in a spontaneous way. What I’m saying with these awards is what they do really matters. It’s a great way to create positive energy, develop pride and drive performance.”

Here’s another example.

No other airline is as productive and profitable as Southwest Airlines. When you fly them, you can see the People of Southwest are enjoying their jobs. Captains and flight attendants joke with passengers and home office personnel take weeks to prepare for the annual Halloween party. Colleen Barrett, the former president, also sees having fun as a way to motivate and get to the hearts of employees.

“We enjoy parties. One of my favorite is our Heroes of the Heart program where we recognize a group of unsung heroes, people that are just not in the limelight. We’ve turned this into an annual event and hold it on Valentine’s Day because we are the love airline.”

Smart Moves Tip:

Having fun at work is an effective business strategy. It helps foster an environment that attract workers to the organization and makes them want to stay. It can also alleviate, in these difficult economic times, feelings of stress and anxiety. People who have fun together can work better together. As a leader, how well do you encourage a fun atmosphere?

Also see How Great Leaders Motivate. Grow your business, practice or start-up with the Free E-Book Smart Growth.

That’s according to the book Employees First, Customers Second by Vineer Nayar.

Do you agree or disagree?

See what others have said during a workshop on Best Business Practices.

Putting Customers First: Customer Loyalty:

• Customers drive your product. They should always come first if you intend to make any type of profit.
• Organizations need to know the customer priorities in order to hire and train and reward employees accordingly.
• In a competitive and open marketplace, putting customers first gives you a chance to be the customer’s first choice.
• When organizations put customers first, the customer feels appreciated, valued and welcomed. In return, they get a word-of-mouth advertisement.

Putting Employees First:Employee Loyalty

• Excited employees will make your customer strategy a reality.
• Unhappy, un-empowered employees are an impediment to great customer service.
• When you have an employee that really cares about the product and the customer experience, you‘ll have greater customer loyalty and retention.
• Employees must get how customer service fits the company vision and the company must show appreciation for good customer service.

 It’s Both:

• Employees and customers are links in the same strategy and every link in the chain is important.
• It is impossible to choose. Your business strategy needs to be strong for both customers and employees.
• You need to empower your employees with knowledge and support and also value and satisfy your customers.
• Teach employees what your overall customer experience goal is. Then show them the power their work has on your customers.

At the end of the day, organizations need to find the strategy that works best for their business, practice or professional firm. My experience with for profits, non-profits and even government agencies is that long term success requires fostering employee engagement at all levels and in all functions. Everyone’s job should be considered important.

At the same time, you need to be customer centric – that means knowing who your customers are, what they expect and how best to serve them – and that changes. So what worked yesterday, may not work today and who knows  tomorrow. Welcome to the world of change!

 Smart Moves Tip:

Know the customer world by using observation and research. Then hire and reward employees and suppliers accordingly. Scrutinize policies, processes, systems to truly empower employees to do a great job for a great customer experience.

Also see The “3P” Experiences of Your Customers and Does Your Business Stand Out From the Crowd? Grow your business, practice or start-up with the Free E-Book Smart Growth.

Do you let your failures or missteps derail you or do you bounce back quickly?

It’s inevitable that at times we’re going to fail, make mistakes, have setbacks and occasionally fall flat on our faces. The only way to avoid this is to live a very sheltered life never trying anything new or taking a risk. Few of us want a life or career like that!

What’s the alternative?

It’s resiliency – the power to bounce back. That means when things don’t go as planned, we get back on the horse and move forward.

Yes, you might say, that’s easier said then done. I agree. It’s not easy but it’s absolutely necessary in today’s changing times. All of us can develop a more resilient way of living whether we’re dealing with personal or professional challenges. To do so, incorporate these five guidelines into your daily life:

1. Maintain the right perspective.
We all experience bad days and we all go through our share of crises. But we have a choice in how we respond; we can choose to react negatively or in a panic, or we can choose to remain calm and logical to find a solution. Avoid blowing events out of proportion. This is only one incident in your career.

2. Determine what went wrong.
Your own role in the setback will vary from situation to situation. A company-wide layoff is probably beyond your control; whereas being terminated or reprimanded for performance issues is something for which you can take more responsibility. Regardless, it’s important that you make a thorough assessment of the situation to maximize your learning and correct any wrongs.

3. Identify what was and what was not in your control.
Was the job a good fit for your skills? Do you have what it takes to be successful in the position – or do you need more training, experience, or other development? Did the organization’s leaders simply make a staffing decision based on economics?

4. Get back on track by looking back and looking forward.
What behaviors or decisions contributed to the setback you’re experiencing? What would you do differently next time? Brainstorm ideas with your network, assess your options and even consult a coach to decide what’s next for you.

 5. Nurture your self confidence.
Continue to set goals, make plans, get out of your comfort zone and keep moving forward. Resilient people are confident that they’re going to succeed eventually, despite the setbacks or stresses that they might be facing. A setback only sets you back if you allow it to do so.

Smart Moves Tip:

Resilient people spend their time and energy on situations that they have control over. Because they put their efforts where they can have the most impact, they feel empowered even if the outcome didn’t turn out the way they wanted. At least they can say, “I gave it my best; now it’s time to move on!”

Build, jump start or advance your career with the Free E-Book: Career Power! Also see Turnaround a Career Setback and Reinventing Your Brand.

Readers, have you had a recent career setback? How are you handling it? Can I be of help?

For example, Harry comes to his boss Larry with an idea to increase efficiency.

“Great idea” says Larry and then adds, “If you just make these changes, it can be even better.” expecting Harry to act with gratitude and enthusiastic acceptance. But usually that doesn’t happen.

The problem is this: It has become the boss’s “baby” not the person’s. Some of us will say “I’m only trying to help.” Or “I’m just wanting to make sure he, she, they do well.”

Yet our advice, suggestions or recommendations has the opposite effect. Why?

Dave Ulrich, one of the top leadership thinkers, says that people’s effectiveness in execution is a function of the quality of their idea multiplied by their commitment to make it work. Even if a leader’s comments increase the quality of the idea a little, it may not be worth it if they damage the person’s commitment a lot.

Goldsmith suggests asking these questions before adding too much value.

• Will my comment make this person more, or less, committed to doing a great job?”
• “Do these people really care about the sermon that I’m about to deliver or am I just annoying them?”
• “Will this comment help the team be more effective or is it just intended to prove how smart I am.”
• “What’s more important, my comment or this relationship?”

Smart Moves Tip:

Adding too much value is a classic challenge for managers at all levels but particularly for those making the transition from technical expert to developer of people. It’s no longer about your competency– that’s a given. It’s about your ability to help your people achieve greatness.

Also see Success Strategies for New Leaders and How Great Leaders Motivate: They Are Pride Builders. Be a great people leader who gets results with the Free E-book Quick Wins!

Readers, do you have examples when keeping your mouth shut, with team members or even family members, was the best thing to do? 

It’s for making sure you and your services are know by what you want to be know by. Here are 4 strategies to start and maintain building your brand.

1. Identify what sets you apart.
Your brand should be based on something distinctive that differentiates you from the competition. Even if your product or service is not one-of-a-kind, there is probably a reason why you think customers or clients should choose you rather than a competitor. Do you give them hope, confidence or laughter better than others? Or do you quickly simplify a complex process that saves them time? Or do provide premium customer service like the car repair shop I go to? How can you stand out in the crowded marketplace?

2. Get all employees on board.
Be sure that every staff person and team, not just marketing or customer service, understand your business’s brand. How you position  your company or practice, whether providing all-in-one service or a no hassle experience or whatever, it won’t work unless all employees reinforce it with their actions ever single time. Therefore, educate them about the importance of the brand and how they can support and build it.

3. Get the customer on board.
If your services are exceptionally good and if the customers are emotionally satisfied, they help in build your brand by giving you repeat business and word-of-mouth publicity. For example, when asked, who do you use for a health care or for legal or financial advice or the place you got that great outfit or whatever, don’t you want them to say you?

4. Be the champion of the brand.
Make brand building one of your top priorities. Don’t solely delegate it to your marketing department or a public relations firm. Especially in a service business, you and your people are the face and soul of the business. Therefore, always be in the game and on your game. If you’re not, it’s send a message – perhaps one you don’t want.

Smart Moves Tip:

Keep at it! Building a brand is a long-term process, so don’t get discouraged if you don’t feel like you are making progress after six or nine months of effort. The key is to reinforce your message through repetition, consistency, and visibility. Also check out Does Your Business stand Out From the Crowd? Grow your business, practice or start-up with the Free E-Book Smart Growth.

So why not start planning how you can make your career better and even more secure this year? Whether you want to move up in your current field or land a new job, here are three strategies to get you moving.

1. Do a tough audit.
To make sure you are on the right career path, ask yourself: Does my current utilize my expertise, meet my lifestyle needs, help me get to where I want and need to be in 3 to 5 years? And do I enjoy what I do day to day?

Now focus on the next 12 months. What can you add, take away or change in your job? What new things can you learn? How can you strike a better career deal before changing jobs, careers or companies? Whom do you need to talk with to make 2012 a banner year – your boss, colleagues, a mentor or coach?

2. Take a look at your brand.
Too many people try to navigate their careers without having a sense of how they are seen by others – particularly by those who can influence their career internally. It matters even more if you’re building external relationships within your profession or industry.

Careers are often built around a conscious decision to create and manage opportunities which enhance visibility. This means showing your strengths and accomplishments to the people who can promote you, hire you, give you choice assignments or great leads, etc.

3. Create a career management plan.
All too often we get sidetracked as “life happens” but having a good plan will guide us to manage our careers rather then having others do it for us. The plan needs to include SMART goals, action steps and metrics to keep you on track and moving forward.

Factor in 1) Smart Networking – attending event regularly or contacting a certain amount of people per month – and stick to it! 2) Professional Development – give yourself and your skills a boost with courses, training, conferences – even if the cost comes out of your pocket. It’s your career so invest in it! 3) Visibility – get noticed in a good way – people must know you and your work to provide you with opportunities. Stand out from the crowd!

Smart Moves Tip:

Have a proactive mindset – vow to ask for what you want: Many individuals fall into the trap of constantly trying to demonstrate their worth and value – but never get what they want, simply because they don’t ask! It’s important not to be humble when it comes to career management. Figure out what you want and go for it! Also check out Career Change: Reinventing Your Brand and  Do You Feel Stuck In Your Career. Build, jump start or advance your career with the Free E-Book: Career Power!

Back then, we had identified a number of things she needed to work on particularly communicating more effectively with her boss and improving the team’s quarterly numbers. The plan also included how she might measure her progress — target dates for specific actions and the feedback she received from her boss.

When we spoke, I commented that her plan was right on schedule: neither year-end fatigue nor the holiday break had derailed her. How had she managed to keep her action plan on track? Here are the strategies that helped her. Perhaps they can help you as well.

1. Make sure your action plan facilitates – not overwhelms.
It needs to be specific, realistic, with clear time frames and small, manageable steps. As she said, “Don’t try to solve world hunger!”

2. Keep a journal to hold you accountable to the plan.
This might cover how you use your time, feedback from others, what worked and what didn’t and changes to the plan you need to make. She tried to enter a few lines each day and review the journal each week for signs of progress or slippage. “Then you’ll have no surprises.”

3. Find and use a trusted colleague or coach or mentor.
This helps you to stay focused, to get advice and to find encouragement especially when things aren’t going as well as you had hoped. “This is not the time to be the Lone Ranger.”

4. Don’t wait until the plan is achieved to reward yourself and others.
Start looking for small wins or partial accomplishments and take pride in the progress that has been made. When the team came back after the holidays, she had an impromptu celebration for the end of the year report. “There was still work to be done but the focus was on how far we had come.”

Smart Moves Tip:

Jennifer’s success lay partly in her motivation and focus and partly in the fact that she had designed a living, working plan — and not a piece of paper to be shoved in his desk drawer, only to be consulted occasionally.

Also check out Do You Suffer From Activity Addiction? Be a great people leader who gets results with the Free E-book Quick Wins!

By stepping back and taking time to consider the why, the what and the costs of the work, you can make better decisions about where and how you should invest our time and energy. Make sure your time is used to its best advantage. Here are five ways to work smarter not harder.

1. Be laser focused.
Is your day filled with urgent requests – this must get done now? But are these requests important? Will they help you achieve the goals of your boss, your team, your department? Having clear priorities will help you know what to say yes to and what to say no to.
2. Analyze your “to-do” list.
Every day ask these three questions. (1) What would happen if I don’t do this at all? If the answer is nothing, stop doing it! (2) Will this activity move me closer to achieving my critical priorities? If the answer is no, don’t do it! (3) Can this be delegated? If yes, assign it!
3. Set boundaries.
Pick your most creative time of day and then ring a fence around it. This means setting a block of time when you’re unavailable or not responding immediately to email. What’s the worst thing that can happen? What’s the best thing?
4. Streamline meetings.
Starting today cut all meeting times by 25 percent. It can be done! Every meeting, even 10 minute ones, should have an agenda with times, tasks, people and actions. Use the agenda as a tool to control discussion and decision making.
5. Do a quick review.
After putting out the fire, go one step further and analyze the crisis. Ask yourself and your team: Is there a pattern here; why did it occur; what can we have done to avoid it? Then take actions prevent it from happening again.  Also see Do You Suffer From Activity Addiction?

Smart Moves Tip:

Review your past week and your past month. How much of your time was involved in the urgent? Where are you being challenged? Now split your challenges into:

• The enemy out there (an unexpected crisis, others not meeting deadlines).
• The enemy within (poor planning, procrastination, lack of assertiveness).

What causes you the most grief – the enemy within or the enemy out there or maybe both? What are some ways you can better manage the results you want? Can you share some of your strategies?