Tag Archives: Job


Tools for Tomorrow, Today!


Only a few more weeks and you will have successfully navigated another challenging year. Whether you got the project done, won the promotion, got in shape, went back to school or simply made it through the year without taking a swing at your boss… you did it!


Remember your struggle,

Remember the strength you summoned,

Remember how success felt!


Who’s there?

See, you forget already…

New Times

We’ve long since replaced the traditional view of success (if it ain’t broke, don’t fix it), with an appreciation for tireless tinkering (continuous improvement) and are now landing on a new success reality.

New Reality

  • Stop showing off all that you know, and start showing that you know how to learn what you don’t know.
  • Clarity is dead, long live ambiguous and incomplete…
  • Teamwork doesn’t work the same way anymore.
  • Yesterday isn’t soon enough; can’t you keep up?
  • Do more with less. When was the last time you had everything your needed to get the job done?

New Rhythm, New TEMPO

Success demands that we outlearn, outwit and outperform our competition.

In a world of ever-smarter, ever-faster, ever-more alternatives we must crowd source’ our success. Our latest research suggests tomorrow’s success demands a new and unique blend of networking support, what we’re calling the T.E.M.P.O. Effect — earning success by harnessing other people’s time, other people’s experience, other people’s money and other people’s people!

In the coming months, we’ll examine the implications of crowd sourcing success and how you can put the power of TEMPO Effect to work for you!

Until next time, stay connected!


Know Your Place: Soul-Crushing, Productivity-Wasting Leadership Mistakes…

If the rule in your office is ‘know your place’:


Leadership is about bringing out the potential of every employee!

One of the most common leadership mistakes is systematically restricting employee contributions because they fall outside of the employee’s job description.

Bob’s worked here since 2002, he was hired on as a Blackberry support specialist and now he can’t represent the team at a local event, because it’s not in his job description. Really?

Sure, people are hired to do specific jobs and yes there are labor laws that govern what we can and can’t ask of employees but why restrict the potential contributions of employees that are simply seeking opportunities to demonstrate their value and capabilities in new ways? Isn’t that an implicit promise of every job description?

Great leaders use job descriptions as developmental starting points.

Here are two ways leaders can help employees show their stuff:

Organizational memory and know-how: Work somewhere a while and you’ll develop firsthand knowledge of why things are the way they are and how things “REALLY” work. Solid leaders seek out ways to leverage all the skills and knowledge of their employees and help them showcase their institutional knowledge.

Think HUMAN not HIERARCHICAL: Managing relationships is critical to team success and great leaders aren’t relationship snobs. EVERYBODY knows someone that can help your organization, so never-ever reject an established relationship with an individual contributor in favor of trying to get two hierarchical equals to talk – it’s short sighted and insulting. Sure, that are any number of legitimate reasons you may not want someone to engage on behalf of your team but job description isn’t one of them.

Great leaders uplift, upskill, challenge and inspire.

Great leaders go the way of their people.

A quiet, largely invisible group of under-performers is not the calling card of a great leader.

As always, I welcome your comments directly at jeff@jeffkaplan.com.

Stay connected,


The Unspoken Rules of Work: Defining the NEW Social Contract

Bye-bye lifelong employment, gold watches and pension plans. Hello to a new set of work and career rules.

Our changing relationship with work is a central component in my new book. So, I’ve been doing a great deal of research trying to discover what’s in the new social contact – what exactly is expected by organizations and what can employees except in return. In short, what are the rules of engagement in this new world of work?

The New Social Contract

What to Expect in Your Career:

  1. You’ll have more jobs in a career: A 20th century taboo is evaporating before our eyes. Lifelong employment is a thing of the past. As companies have surrendered their commitment to their employees, we’ve become a job-seeking nation.
  2. Your career will likely span multiple roles and industries: Over the next generation, workers will be freed to switch functional roles and even transition to new industries with relative ease.
  3. More than ever before, organizations will focus on and value your ability to learn: Assessing a candidate’s ability to absorb information and learn new skills will be the most sought after competency for non-technical jobs. Let’s face it. What you are doing quite well today may not be a needed function in the future. Are you prepared to fill a new role?
  4. Your ability to effectively contribute and lead a team (especially ad-hoc or self-organizing teams) is fast becoming a critical success factor.

The research is pretty clear on what organizations want and need, but I’d like to hear from you on what employees want!

The following is a list of job characteristics mentioned in a number of surveys. Is there something missing? Is there some expectation of your job that’s not on the list?

What Employees Want and Expect:

  • Control (some)
  • Care (as a person)
  • Equitable compensation (vs. others)
  • Challenged (mind)
  • Nourished (soul)
  • Protected (healthcare, retirement, disability, unemployment)
  • Advancement
  • Recognition
  • Social component (work with great people)
  • Pride (self-respect)
  • Development opportunities (learning/insights/new skills)
  • Flexible workplace (physical or virtual facilities)
  • Adventure (variety)
  • Mission greater than ourselves (what I do matters/purpose)
  • Wow factor (brand or industry attractiveness)
  • Responsibility and empowerment (ability to make an impact)
  • Work/life imbalance/unbalance


Please share your thoughts with me by sending an email to:



Mackling & Jensen as paraphrased in Bass (2008). The Bass Handbook of Leadership: Theory, Research and Managerial Applications.

Jobvite, The Polling Company, Inc.  Jobvite Job Seeker Nation Study. (2014). Retrieved September 25, 2015, fromhttp://web.jobvite.com/rs/jobvite/images/2014 Job Seeker Survey.pdf

Job Suicide…

The days of job security are long gone. Graduates entering the workforce will likely have many, many more jobs than the generations before them. Today’s critical, must-have, can’t-replace skill is tomorrow’s automated “app de jure”.

For those seeking some control of the process, I’ve assembled some of the best advice on:

  1. What to avoid if you want to keep your job,
  2. Clues that might indicate you are on the way out,
  3. A few things you can do to speed up the process if you want to go…
What Not to Do


  1. Lying on your job application
  2. Being indiscreet about your job hunt
  3. Gossiping
  4. Too many personal calls
  5. Drinking at work
  6. Excessive internet use
  7. Becoming romantically involved with the boss
  8. Forgetting to double-check your figures
  9. Alienating your co-workers
  10. Pointing the finger at everyone but yourself
Fox Business:
  1. Fudging your time sheet or expense report
  2. Inappropriate use of company information
  3. Bad attitude/creating drama
  4. Social media overload
  5. Blatant refusal to take good advice
  6. Theft
  7. Physical assault or threats
  8. Coming to work drunk or using unlawful substances
  9. Sleeping on the job
  10. Repeated tardiness
  11. Failing a random drug test
Clues You Are On the Way Out!
  1. No longer part of the loop
  2. You have been told to “take a vacation”
  3. You need an attitude adjustment
  4. You made a major mistake
  5. New blood has taken over
  6. Bad fit with corporate culture
  7. Your company is on CNBC
  8. New management
  9. Bad review & boss has an eye on you
A Few Fun Ways to Speed Your Departure:
  1. The Fort: Turn your office space into a fort and require everyone who enters to give the “password”
  2. New Hires: Loudly tell new hires to “run while they still can”
  3. Oreos: Bring Oreos to share with the whole office, but first lick the filling out of each one and reassemble the cookies
  4. Office Pool: Set up a kiddie pool in your office and fill it up cup by cup from the water cooler
  5. Note from Mom: Show up late, and when questioned, present a note from your mother

Trying to stay or eyeing the door; it’s your career–own it.


101 Hilarious Ways to Get Fired, HR World Editors, http://www.hrworld.com/features/101-ways-to-get-fired/. Retrieved May 8, 2015.

The 12 Quickest Ways to Get Fired, Kathryn Tuggle, September 1, 2011, http://www.foxbusiness.com/personal-finance/2011/09/01/12-quickest-ways-to-get-fired/  Retrieved May 8, 2015.

Top 10 Ways to Get Fired, Beverly West, Monster Contributing Writer http://career-advice.monster.com/in-the-office/workplace-issues/10-ways-to-get-fired/article.aspx . Retrieved May 8, 2015

9 Signs You’re About To Get Fired, Ian Harrison,
Askmen.com, http://www.askmen.com/money/career_60/69_career.html
Retrieved May 8, 2015.