What Will My Successor be doing on Thursdays and Fridays?

A Lighthearted but potentially serious question


This post is based on an editorial piece I wrote for the Q4 2019 Institute of Water Journal which was focused on leadership and management


Would you like your managers to be looking for work to do, rather than struggling to meet objectives? And having time to develop their teams, improving their productivity? Surely not possible…

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Mining Rough Diamonds

Or why the best candidate may not be the obvious one


This post is based on an article I wrote for the spring 2019 edition of the Institute of Water’s magazine


The problem

What do you do with a team member best described as a rough diamond, technically brilliant but a challenge to work with?

How about promoting them to a quality critical management position in a new team in a new section in a new directorate?

While not without risks, it can work.

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Building a team of many talents

In the summer of 2017 I was offered a three month contract as Interim Water Quality Monitoring Manager with Southern Water to help implement a new Compliance and Resilience directorate.

Writes Bob Windmill

Eight months later (yeah, I know) I had led the creation of an entirely new team of six monitoring scientists and a principal, fitting this into a new department made up of existing teams.

Not an everyday situation……

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Three things I value: Part 1 – the cheap but effective

Reading the post you will see why I value a device that cost less than thirty pounds, that at various points caused me to pull my hair out, but yet I wouldn’t want to be without.


So what’s the cheap but effective example, then?

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Solving the right problem

And not the one you thought it was…

Have you ever wrestled with a problem, spending hours and days getting nowhere? Where what ever solution you come up with just wouldn’t work?

This post is about a recent example of my own making.

Happily the consequences were not serious but it was a sharp reminder of the need to troubleshoot systematically.

FROM THE START

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3×3 Management : 9 key things every manager should do – Part 3

In my first post on 3×3 Management I gave my thoughts Leadership and the three key ideas of management styles, effective recruitment and personal values.

In my second post I looked at people management and the three key ideas of treating people with respect but setting limits, recognising good performance and addressing poor performance, and giving your people room to grow and develop.

In this post I will look at the need for self-awareness and the three key ideas of recognising how you feel in certain situations, understanding why you feel the way you do, and the vital skill of learning to separate how you feel from how you behave

Theme 3: SELF-AWARENESS

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3×3 Management : 9 key things every manager should do – Part 2

In my first post on 3×3 Management I gave my thoughts Leadership and the three key ideas of management styles, effective recruitment and personal values.

In this post I will look at people management and the three key ideas of treating people with respect but setting limits, recognising good performance and addressing poor performance, and giving your people room to grow and develop.

Theme 2: PEOPLE MANAGEMENT

Continue reading “3×3 Management : 9 key things every manager should do – Part 2”

3×3 Management : 9 key things every manager should do – Part 1

My journey to today

A while ago I was asked the question: “why have you been so lucky with the teams you’ve had? They all seem to do great things while I struggle to get mine to do the basics”.

I can’t remember exactly what I replied, but I’m guessing that it probably wasn’t particularly insightful.

What I do know is that the question made me think about why some people almost effortlessly achieved great results as a manager while others sweated blood just to be average.

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Safeguarding data: saving your business’ life

A few years ago I heard this statement:

Before you’ve had a major data loss you wonder what the fuss is. After you’ve had a major data loss you wonder why people are so unconcerned“.

And before you ask, yes I was one of the unconcerned. At best I would copy my data to a CD or DVD when ever I thought about it.

The speaker went on explain how they nearly lost their business just because of a hard drive failure.

They also presented some frightening statistics on the consequence of data loss on businesses. The one that stood out for me was that 70% of small firms that have a major data loss go out of business within 1 year. (DTI/PCW).

Not wanting to join the 70% I decided that I needed a robust and systematic way of protecting my data. Here’s what I did.

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SPOC: Students Planning Their Own Careers (Full Article)


This Post

This post is based on a paper I presented at INTED2013 (7th International Technology, Education and Development Conference)


Introduction

In our ever more complex world, as illustrated by the video “Shift Happens“, the idea of careers being planned in some linear manner is increasingly untenable.

However individuals still need a way of identifying the skills that will underpin their future personal and professional development.

The challenge is this: how do they decide the skills they will need in the short, medium and long term.

Why careers guidance doesn’t work

In this environment it can be difficult to know what the end of next week will look like, so understanding the skills requirements of the world of work in 10 years’ time would appear to be an impossible task.

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