Tammy Erickson Associates Building Intelligent Organizations

Ask Tammy

Facing a career decision? Puzzled by a co-worker’s point of view? Struggling with a specific workplace dilemma? Looking for ways to improving engagement, collaboration, or innovation within your organization? Wanting to learn more about something I said in one of my books?

I’ll do my best to offer some suggestions, if you “Ask Tammy.”

Q&A: Tools for Cultural Assessment

Do you have any favorite culture assessment tools? I am interested in three applications: For intelligently changing our own “old” culture; for leading integrated project teams of persons who are on loan from other companies; for leading an acquired company post-acquisition.

Tim

Hi Tim—

Understandably, I’m a big proponent of the tool that came out of our research on employee engagement. We found that different people care deeply about different values in the workplace—that work plays different roles in individuals’ lives—and that understanding those values is essential. Learning “what it means to work here” for your current employees provides great guidance for thinking about how you might want to change the existing culture—do you want to change the fundamental values (possible, but difficult) or do you want to develop a contemporary reinterpretation of the values that exist within your current employee population? When you’re integrating either individuals or entire companies, it’s essential to understand what work means to them—and therefore how they will respond to the characteristics of the employee experience you offer.

We licensed the tool that was developed out of this research (which can assess your employee population against six value archetypes) to Profiles International. I also do a lot of this work today using online focus groups—a guided discussion, which I find produces an excellent understanding of the core values in the culture.

My HBR article “What It Means to Work Here” discusses these concepts in more detail.

I hope this helps.

Warmly,

Tammy

Filed under: Talent Management Approaches | Published: 01/15/11

Q&A: Generations Outside the U.S.

Tammy,

I read your blog post comparing the generational differences between the US and India. You mentioned at the end that you would share your research on other countries in future posts. Did you do that and how can I access that? And if not, do you have information on China, Europe and South America similar to your study of India?

Thank you.

Karen

Hi Karen—

I did write several blog posts on China (check at http://discussionleader.hbsp.com/erickson/). There is also an online course available from Harvard called “Leading Across the Ages” that includes profiles of the generations in eight different countries (http://www.kworksconsulting.com/assets/files/Leading%20across%20the%20ages.pdf). And I continue to conduct research in the generations around the world as part of the Talent Insight research program I direct (http://www.MoxieInsight.com).

I hope this helps! Thanks very much for your inquiry.

Best,

Tammy

Filed under: Comparisons Among the Generations | Published: 01/15/11

Q&A: Exploring a Career Change

Hi,

After being in information technology for dozen years I think it is time to move on. But I am not sure if its the right move and how will it affect me and my family? To give a back ground I do have Engineering degree and experience with dealing people and technology. How do you think I should explore and plan for this? I am in my mid 30s.

Thanks,

Yamini

Dear Yamini,

It’s hard to offer a lot specific advice based on the information you’ve included in your question. But let me suggest a couple of ways to think about your future plans.

Is there a way to shift half your job? By that I mean, move to a role in which half of what you do is based on your current strengths and half the role depends on stretching into new skill sets? The obvious move would be to move to a management role or relationship role related to IT. But there may be other options, if you think about it this way.

Is there a way to leverage the reputation and social capital you’ve built up in your current organization to help you move into a different field? Often the company that’s most likely to support your moves is the one that already trusts and respects the contributions you’ve made to the organization.

Is there a way to begin a new career on the side? Perhaps by starting up a small business nights and weekends while you maintain your current day job?

Could you leverage this recessionary period to your advantage by negotiating a reduced time arrangement with your current employer? Perhaps they’re looking for ways to cut back on staffing and would be happy to have you move to a part-time position. This would allow to look for a part-time job in a new field. As the economy recovers, the track record you’ll have gained in the new field should allow you to switch into a full-time role.

I hope these suggestions are helpful and wish you all the best!

Warmly,

Tammy

Filed under: Career Strategies | Published: 06/18/09

Q&A: Creating an Electronic Portfolio and Learning New Tools

I’m hoping you can give me a suggestion or two for targeting my current employment search.

I’m a 55 year-old boomer (with GenX tendencies) with a masters degree in engineering, and quite a number of years of consulting experience, mainly in telecom and IT. I enjoyed my choice of projects, for the most part, from 1991 through 2001. Because of rapid changes in the global economy and technology, I have been increasingly running into what seem to be a pattern of roadblocks to gainful employment. For instance, many of the job opportunities I’m interested in now seem to require electronic portfolios or samples, and/or a variety of development tools which I have yet to learn. Moreover, job designs have changed drastically. In addition, since almost all of my work samples are not of the online variety, I can’t seem to get past the recruiter, gatekeeper, or the first phone interview. I suspect that there are generational forces at work, as it seems many of these first contacts are with Gen Xers who don’t seem to understand what I can bring to their organizations. I am willing to make changes to get a different result. Should I get some coaching and support to create an electronic portfolio that can compete in today’s marketplace? If I do invest the required time and effort, how can I be sure that I will be seriously considered? It’s clear to me that in many instances I’m competing with, or looking to be hired by, Gen Xers who may not see the potential that I see. Should I take a different approach altogether, and if so, what should that approach be? Am I looking in the right places? How can I increase my chances of success? I appreciate any suggestions.

PS: I don’t plan on retiring, ever. I am extremely intelligent, focused, productive, and motivated. That’s part of why this experience is so very frustrating for me, in contrast with much of my prior work history.

Josephine

Hi Josephine,

I’m really sorry to hear that your experience has been frustrating. It’s wonderful to find a field that you can pursue with such passion as you clearly feel for your area of work.

Should you create an electronic portfolio? Unequivocally, yes. If that is the way business is now being done in your industry, you must keep pace—or even be a bit out ahead. You should not only catch up, but make sure you’re pushing pretty close to the front of the pack in terms of your technical sophistication and understanding of the latest development tools. I’d be cautious about attributing your frustrating to a generational difference—it may come into play, but it is much more likely that they’re gravitating to candidates with more up-to-date skill.

Good luck—I hope you’re soon back doing the work you love.

Best wishes,

Tammy

Filed under: Career Strategies | Published: 06/18/09

Q&A: Blending Vision and Relationships for Success

I just saw your CLR powerpoint presentation for Boeing and really tracked with it. Well done!

It reminds me of my mssion statement - that goes over most people’s head—My mission is to ignite the synergy between vision and relationships to fuel success.

Sharon Rolph

Thanks, Sharon. What a great role you have! It’s unusual to find someone who explicitly defines their mission the way you do. But you’ve got your eye on the critical elements of success in today’s economy. I think of a leader’s job today as being that of encouraging just a few more people every day to invest just a little more discretionary energy toward the organization’s goals. Doing that requires both a compelling question (or vision, or quest) and trust based relationships among individuals.

Warm wishes,

Tammy

Filed under: Leadership | Published: 06/17/09

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