Work-Life Balance 4: What Do You Want to Balance

This continues our series outlining how to balance your work and your life

We have already shown how the definitions of work-life balance differ between the employer’s or the employee’s perceptions. The objectives of balance differ between genders, marital or family status, age, and more. We also shared opinions on whether or not you can achieve balance. We will examine what exactly you want to balance. We will begin with what you want from life. Our next post will explore what about work draws us.

Determine What Life Expectations You Wish to Balance

You cannot balance work and life until you understand what you want to put in the balance on the life side. For example, I crave serving society. I remember when my 8 year tenure as a community leader ended. Someone asked “So what will you do for fun, now that you have the time?” I wanted cry out “They just took away what I do for fun!” That happened in 1994. I’m still trying to find what I do for fun.

You select what you want to place in the life side of the balance scales. Choices may include:

• Spend more time with family
• Camping, traveling, skiing, sailing, rock climbing, flying, or skydiving
• Picnics or walks in the park, mountains, forests, by the river or the sea
• Movies, theater, museums, concerts, dancing, or galleries
• Stay at home to play games, learn, laugh, sword fight or do puzzles
• Talk, dialogue, share, understand, and read
• Serve in soup kitchens, food banks, hospitals, or community programs
• Visit or entertain family, neighbors, friends, elderly, shut-ns, or others
• Spend more time on my personal interests and activities
• You can also do all of the things I listed above by yourself
• Read or write books, articles, blogs, poetry, or other literary endeavors
• Research family, political, national, or world history
• Take a nap, go to bed early, wake up early, or just stare out a window
• Meditate, ponder, exercise, practice yoga, tai chi, or just relax

Wednesday we will explore what things you want to do at work that you may not be doing

Work-Life Balance 3: Can You Achieve Balance in Life?

This continues our series exploring how to achieve balance between your work and your life

We already explored the different ways people define work-life balance and why we benefit when we find it. Before we continue to discuss how to balance work and life, I want to share some views expressed by CBS and Forbes. These prestigious organizations published several articles on the subject. I want to share their opinions before we go farther.

CBS’s Varying Viewpoints

I must clarify that CBS ran an article on November 22. 2011 called The Best Way to Achieve Healthy Work-Life Balance. On December 14, 2011 they ran another article titled Why Work-Life Balance is a Crock. They ran a third article on January 26, 2012 titled A Different Approach to Work-Life Balance.

I quote the December 14 article. “Business owners constantly struggle to create a clear separation between work and "life." But how do you do that when your business is an extension of you? You will bring work home. You will get calls at night. You will often be preoccupied. That's how owning a business works.”

They describe that the issues usually concern the lack of time spent with your family. “Your family resents your business at least partly because they don’t feel like they’re part of something that is a driving force in your life. They may feel neglected, but they also feel left out.”

The article suggest steps to include the family and not exclude them:

• Hire your family
• Take them along on business trips
• Ask for their advice
• Discuss your failures
• Reincorporate work and personal interests

Forbes’ Fascination with Work-Life Balance

Forbes Magazine published 7 articles since January 17, 2012. Their titles include:

• Is “Find Work-Life Balance” Just Code for “Feel Guilty?”
• For Female CEOs—Is Work/Life Balance a Myth or Reality?”
• 8 Steps to Work-Life Balance
• The Good Enough Guide to Work-Life Balance
• Shattering the Work-Life Balance Myth
• Basic Steps Toward Work-Life Balance

The articles express several contrasting of work-life balance.

Tuesday we will continue our discussion by defining what you want in your balanced scales

Work-Life Balance 2: Why Find Balance in Work & Life

We continue our discussion about why you should find balance between your work and life

WebMD cited "A lot of people are having a more difficult time finding balance in their lives because there have been cutbacks or layoffs where they work. They're afraid it may happen to them, so they're putting in more hours"

Mayo Clinic Describes Work-Life Balance Advantages

The Mayo Staff published “It can be tempting to rack up hours at work, especially if you're trying to earn a promotion or manage an ever-increasing workload. Sometimes overtime may even be required. If you're spending most of your time working, though, your home life will take a hit. Consider the consequences of poor work-life balance:

• Fatigue. When you're tired, your ability to work productively and think clearly may suffer — which could take a toll on your professional reputation or lead to dangerous or costly mistakes.
• Lost time with friends and loved ones. If you're working too much, you may miss important family events or milestones. This can leave you feeling left out and may harm relationships with your loved ones. It's also difficult to nurture friendships if you're always working.
• Increased expectations. If you regularly work extra hours, you may be given more responsibility. This may lead to only more concerns and challenges.”

Merck Recognize Advantages of Work-Life Balance

Merck published “Even the highest of salaries and the most promising career opportunities are of little use if your private life suffers as a result of too much work. Nowadays, when applicants decide on where to work, one major consideration is whether companies encourage their employees to focus on their working and family life in equal measure. Merck has recognized that for a long time.”

What That Means to You

The more you balance work with your business life the better you will:

• Enjoy your job, your family, your leisure
• Improve your productivity and job satisfaction
• Find the strength to work the 8-16 hours a day
• Get along better with colleagues, co-workers, and supervisors

Friday we will explore why CBS, Forbes, and others say work-life balance is unattainable

Work/Life Balance 1: Two Views of Work/Life Balance

Over the next few weeks we will explore how to balance your work with the rest of your  life

Lately, people hear, read, and talk about work-life balance. Frequently, people use the same words, but see different views. We will begin our series by exploring two views: 1) how employers view work-life balance and 2) how you, the worker, views work-life balance. Clarifying terms allows us arrive at common understanding in future posts.

Balancing Work & Life Does Not Mean

We will begin to illustrate the definition of work/life balance by excluding non-applicable parts. WorkLifeBalance.com reminds us that

• “Work-Life Balance does mean an equal balance.”
• “Your best individual work-life balance will vary over time.”
• “There is no perfect, one-size fits all, balance you should be striving for.”

Work & Life Balance Definition for Companies

WFC Resources defines work-life balance

“Work-life is the practice of providing initiatives designed to create a more flexible, supportive work environment, enabling employees to focus on work tasks while at work.” Notice this definition focuses on companies providing balance to employees.

The Department of Labor (DOL) also states

“Employees in companies already implementing work-life practices enjoy significant benefits such as:

• Being able to effectively manage multiple responsibilities at home, work and in the community without guilt or regret.
• Being able to work in flexible ways so that earning an income and managing family/other commitments become easier.
• Being part of a supportive workplace that values and trusts staff. “

Work & Life Balance Definition for You, the Worker

The DOL, however, shares a definition from New Zealand from the worker’s viewpoint:

“Work-life balance is about effectively managing the juggling act between paid work and other activities that are important to us - including spending time with family, taking part in sport and recreation, volunteering or undertaking further study.

Research suggests that improving the balance between our working lives and our lives outside work can bring real benefits for employers and employees. It can help build strong communities and productive businesses. “

Wednesday we explore why balancing work and life benefits your health, emotions, & mind

Situations at Work 6: Quick to Take Offense

This continues our series presenting difficult situations at work. We change the names to protect the identities. Please leave a comment describing what you would do in this situation or one similar to it.
Paul represents a lot of us. He loves his job. He performs it well. He regularly receives awards as the top performer in his company. His industry recognizes him as a leader. He correctly envisions where the industry and company will encounter greater success. He would be in great shape if he did not have one major problem. He is quick to take offense.
The Problem

• Paul tries too hard to persuade others of his ideas and vision.
• He is quick to take offense when people don’t see things his way.
• He pushes his ideas even harder when people do not “see the better ideas”.
• He uses any tactic he can of; which makes him look defensive and offensive.
• His talking points quickly become arguments.
• He doesn’t take what people say personally and doesn’t think anyone else does.
• He doesn’t see the damage to relationships
• Kerry Patterson would say “Paul does not do well with crucial conversations”.
• Unfortunately, he does not retreat into silence. 

What Would You Do?

• What solutions do you offer Paul to stop taking offence so quickly?
• Share your experience if you have the same problem or know someone who does.
• How did you or they solve the situation?
• What happened if you or they did not solve it?

I would like to share some ideas from an article written by Tamara Leatham Bailey. I love her title Rx:Good Humor.
“It’s true, “A merry heart doeth good like a medicine” (Prov. 17:22). Humor makes friendships better, eases embarrassment, and can make large problems seem smaller.” She then offers some excellent ideas to “give yourself a reason to laugh.” She includes this good advice for Paul “Avoid being quick to take offense, most often it’s not intended.”
Join me Monday when we explore how to balance work, family, and personal time & demands

Situations at Work 5: Did a Good Job—The Wrong One

This continues our series presenting difficult situation at work. We change the names to protect identities. Please leave a comment describing what you would do in the situation or one similar to it..

Sandra got hired working for a university fundraising group. She enjoyed the people in the group and the university environment. She worked very hard to increase the visibility of the university through events and activities. She loved planning the events and finding the sponsors. She felt very good about her job, but did not feel that management appreciated what she was doing. Six months into the job, they let her go. Examine the situation to discover why, and what you would do differently..

The Problem

Sandra increased the university’s reputation and presence in the community. She

• Tripled the number of people who visited their booth at one community’s fair
• Increased the number of people contributing to a silent auction by $2,300
• Planned and executed 4 community events involving more than 11,000 attendees
• Placed 16 press releases in community newspapers, radio and other channels
• Raised $3,000 in donations to university scholarship funds
• Developed great professional relations with 5 economic development directors

The problems was that most of these things did not impress her supervisors. They had different objectives they wanted her to achieve. They wanted:

• Four events in the four major communities to $5,000 each for university scholarships
• Increased exposure of the university to beckon new donors to fund raising events

What Would You Do?

• Why do you think Sandra lost her job?
• What would you do to avoid losing the job?
• How could Sandra handle the situation differently on her next job?

Please share your answer in the comments section below.

Situations at Work 4: Seek to Understand or Murmur

Here is another situation at work. We change the names to protect identities. Share your comment in the space below.

Carl works for a company going through changes. In the past, they organized along brand structures. Each department and division operated independently with its own accounting, human resource, administrative divisions and so forth. The new structure will follow functional lines of authority. All duplicated functions will group along common processes. Carl feels confused and threatened by the changes. He worries if his job will survive.

The Problem

Management regularly informs employees of the process through a special monthly newsletter and quarterly meetings with the chief operating officer. The COO ends each meeting with an encouragement for each employee to “stay the course”.

Carl’s department was one of the first affected by the changes. The department director moved to a new position. They did not replace him, but folded the headquarters staff of that department in with one of the new processes. No changes occurred in the field.

Carl’s direct supervisor sends messages instructing the department to implement changes being considered.  Some of the changes

• Eliminate successful products and services
• Reduce Carl’s management responsibilities and potentially his salary
• Focus him on delivering more direct services to clients
• Increase the hours he personally must work, while reducing what he can delegate
• Allow greater service to clients too far away to receive help in the facility
• Reduce duplication of effort, cost, and overhead
• Provide a pathway to grow the company by 800% over 25 years
• Open new markets that the current structure could not sustain

What Would You Do?

Carl loves his job and the organization. Carl supports the new direction. He wonders if his department considers all the consequences before sending instructions. What should he do?

• Implement proposed changes immediately as suggested by his supervisor
• Stay the course by continuing to do what he has done until more guidance
• Discuss his concerns with colleagues and fellow workers
• Find a new job immediately before the changes affect him too much

Please share, in the comments section below, what you would do.

Situations at Work 3: Double the Work & Zero Improvement

This continues our series presenting difficult situations at work. Please leave a comment describing what you would do in that situations?

Cheryl worked in the human resource department for a large regional bank. She earned a graduate degree and a promotion around the same time. She encountered a situation at work common to hundreds of thousands of workers each year. As the economy and competition pressure companies to reduce overhead, they frequently lay off or do not replace employees that leave. Instead, they redistribute the work among remaining staff.

The Problem

Cheryl hoped her promotion.would enhance her satisfaction. She provided human resources for an off-site group of executives and investment bankers. She enjoyed supporting this team of incredible specialists. Her workload began to increase significantly. She

• Felt the pressure mount as the company increased demands on her work
• Worked an average 60 hours a week for several months without a break
• Estimated that her per hour salary averaged less than she made in college
• Felt out of control and unable to maintain production standards of her job
• Perceived that her job would continue becoming more difficult
• Discovered a colleague accepted a job at another bank to escape the pressure
• Received his responsibilities and had to maintain her own
• Received an offer for a receptionist position that
• offered a better environment with a company that respected employees
• possessed one of the best, most prestigious reputations in the community
• required much fewer hours
• provided an opportunity for advancement
• paid more per hour than her current job based on real hours worked

What Would You Do?

While Cheryl recognizes that taking a position this much lower than her 10 years in human resources indicated, she also relishes the reduced responsibilities, reduced hours, and feeling more in control. She considers the following in making her decision:

• Could she recuperate professionally from taking a step that low?
• Would a promotion to more responsibility in a better environment restore calm?
• Will the situation at the bank improve with time? Will abilities improve to cope?

Please leave a comment below sharing what you would do.

Situations at Work 2: How Hard Should You Work

This continues our series on situations at work that could create or destroy your job satisfaction or career. Consider the following situation, then record how you would respond.

Brad worked in a support capacity to the second largest plant in the company. Brad’s wife once told a friend that Brad loved his job because he had found out exactly how much work he had to do without getting fired—and he didn’t do more than he had to do.

The Problem

Brad found a unique situation at work. He provided human resource support to a plant. He encountered an opportunity to work without much supervision or consequence. For example:

• His direct supervisor supported 7 plants in 3 states and traveled about 60% of the time. He seldom sat in the office next to Brad’s. He didn’t see Brad’s typical workday
• Brad managed the HR office when his supervisor was travelling
• People may complain when it took him 3-4 weeks to fill vacant positions, but nothing bad ever happened
• No one seemed to notice when he did not administer the optional—but helpful—selection and aptitude tests to new hires
• Brad could go home for lunch or a restaurant and take twice the allotted time without consequences
• Brad’s boss and the plant manager did not get along very well, nor did they like each other
• Brad found that when the plant manager complained about his work, Brad’s supervisor always blamed the plant manager
• No matter how hard Brad worked, or how well he performed, chances for advancement or promotion were rare. Besides, a promotion would have made him travel as much as his supervisor. He did not relish that option
• Pay raises were so small within the company that only $100 a month differed between working really hard and just getting by

What Would You Do?

Would you work harder or just get by like Brad? How much is the organization at fault? How much is Brad at fault? How much should Brad take advantage of the situation?

Please share your opinions as a comment below. We’d love to hear your thoughts.

Situations at Work 1: Report or Not Report Falsification

This begins a series outlining situations at work that can create or destroy job satisfaction and careers. Please submit comments outlining what you would do.

This case study presents a common situation at work. Please consider the previous attempts at reporting the falsification and consequences that followed as you formulate your response. Also, share how you would report the problem.

The Problem

Dan discovered multiple times over four years that  Milford, a co-worker, falsified reports. The service calls all appeared to be under contract, so no financial record existed. Dan obtained the following proof:

• Milford moved clients from other teams into dummy teams then claimed service calls made to these clients
• Milford recorded calls that had not really occurred. Dan had evidence of this in multiple formats
• Milford recorded a service a particular client. That client came to the office and asked if they recorded a service call for a certain date. The office showed the record of the call. The client informed them that he had not received the service on that date.
• Milford recorded (and signed), for 12 months, more than 300 service calls (50% of the month’s total) on the last 2 days of each month. 
• Milford transferred from one branch to another. Service calls at the old branch dropped and increased at the new branch by the exact amount recorded by Milford. Geographic territories prohibited transferring clients from one branch to another.

No financial loss or harm occurred because of the falsification—only bragging rights.

Another complication to the situation, Dan and Milford report to the same supervisor—Milford’s former mentor.

What Would You Do?

• Dan reported his concerns to upper management on four occasions.
• He submitted his proof through emails, in person, and in meetings.
• Each time management sided with Milford.
• They dismissed the evidence, and told Dan to leave it alone.
• Once when we went above the head of their shared supervisor, the director turned it over to their supervisor who reprimanded Dan.

What would you do given these circumstances? Record your comments for others to see!

Success in Work 3: She Mentored Many Managers

I share stories of people who find success in work. I hope they inspire you to do the same. I change their names to protect their identity.

Betty started her career as a secretary at a local branch of a global operation. She found a mentor who saw her potential and took her away from the typewriter. She soon excelled beyond her mentor and began mentoring other managers. I hope you learn two points from Betty:

1. Resist promotions into unsatisfying positions
2. You can mentor others in higher positions

Controlled Her Career to Avoid Unsatisfying Positions

Betty started as a very good secretary. Her mentor saw her potential for management, organization, and training. She soon validated his opinion and helped increase the productivity of the operation a hundredfold. She learned quickly and soon excelled. At one point she considered moving up to a branch manager position.

Her research and exploration dissuaded her. She realized that, while she enjoyed managing the staff and helping them improve their skills and production, she did not relish the added administrative and political machinations required of an operations manager. She declined proffered promotions and kept her happiness.

Mentored Many Managers in Her Career

While she avoided management promotions, upper management regularly recognized her skills. On three occasions they transferred her from one branch to another to strengthen weak managers. They also assigned her to train and strengthen three new managers . In total, she helped 8 branch managers improve.

She succeeded each time. She not only  mentored the managers, but enhanced the quality of the staff in seven operations. She possessed the unique ability to unify and motivate staff. She also sparked humor and fun in the day-to-day operations. The managers, the staff, and the clients all enjoyed better service and fulfillment because of her efforts.

Betty retires this year. She leaves behind 8 branch managers indebted to her mentoring and training, hundreds of staff members lifted by her spirits, and thousands of clients blessed by her competence and dedication.

Come back Monday to consider real case studies on miscellaneous situations affecting careers

Success in Work 2: He Gave Them a Reason to Meet Him

I share stories of people who find success in work to inspire your success. I change the names to protect their identity.

Rejection, Despair, & Hopelessness

Chuck spent 12 years in upper management when the stress cost him his health. He had to leave the job to recuperate. Chuck’s story emphasizes that you must give potential employers good reasons to let you in their office.

Chuck called 10 people a day to schedule interviews. No one accepted. Five weeks later, after calling 250+ people, after receiving 250+ rejections; he asked for help. The rejections led to despair and feelings of hopelessness.

Give Them a Reason to Let You into Their Office

He met with an employment advisor. This advisor asked Chuck who he wanted to work for. Chuck replied with the name of a prominent national retail chain.

The advisor responded “Pretend I’m in charge of hiring for the store. What would you say?” He lifted his thumb and finger to his ear and said “John Manes, how may I help you?”

Chuck stammered a very poor phone call. The advisor asked “What reason did you give me that would make me want to let you into my office?

Chuck answered “I’m looking for a job and I had filled out the on line application.”

“That explains why you want into my office, but what reason did you give that would make me want to let you in?”

Success within 4 Days

Chuck realized he had not shared any of his retail accomplishments:

• Increased sales by $14,000 a week
• Increased turns on his soft good racks from 26 to 28 in one year
• Reduced inventory shrinkage by $300 a week

He shared his accomplishments in the next phone call. He started at his first choice retail outlet on the next Monday. They hired him on Black Friday, the most distracting and busiest day of the retail year. He got the job because he gave them very good reasons to let him into their offices.

Come back on Friday for the next story of success in work.

Success in Work 1: Promoted to the Perfect Job

I frequently share stories about people who found success in work to help you find success too. I change the name of the person to protect his or her identity. I hope the stories help.

Dirk worked for an international non-government organization in one of their lesser known outposts. He hoped to make a bigger impact on more people. He achieved his goal within five years with two moves.

His story highlights the benefits when you

• Set a goal
• Create a specific plan
• Network effectively
• Work with a mentor
• Make short term sacrifices for long-term objectives.

A More Visible Position

Dirk set a goal to expand his influence to improve people’s lives, especially youth. He set a goal to work at the global headquarters. He learned from his current manager and improved his skills. He enrolled in an MBA program. He kept an eye on positions that would open in more visible operations. He and his wife agreed to move their young family to accomplish the goal.

His plan progressed when the company transferred him to a larger, more visible, operation. He moved his family to a new state. He found a mentor with multiple successes helping people improve their careers. With steps one and two of his plan completed he began steps three and four.

Great Opportunity and Sacrifice

The new position provide opportunity and visibility. His mentor taught him political and technical skills. Dirk explored the inner workings of the organization. He increased his network into the circle of directors and others in charge. The appointed him to the committee to develop the new worldwide Internet application.

Dirk worked longer hours than he had before. The new operation provided significantly more services. He supervised 30-40 workers as opposed to 3. He coordinated with 45 partner organizations rather than 12. He sacrificed some of his hobbies.

Success within 5 Years

Dirk achieved his goal within 5 years when he received a promotion to headquarters. He increased his influence, traveled to foreign countries, and felt satisfaction in his work.

Return on Wednesday for another story of success in work