by Laura Heinemann | Jan 14, 2016 | Uncategorized
According to professors Edward Deci and Richard Ryan from the University of Rochester, employees work for six main reasons. Three of the reasons tend to increase performance, while the other three hurt it. The six main reasons people work are: play, purpose, potential, emotional pressure, economic pressure, and inertia. Here is a breakdown of each reason: Good (or Direct) Motives: Play is when you are motivated by the work itself. You work because you enjoy it. A teacher at play enjoys the core activities of teaching — creating lesson plans, grading tests, or problem solving how to break through to each student. Play is our learning instinct, and it’s tied to curiosity, experimentation, and exploring challenging problems. Purpose is when the direct outcome of the work fits your identity. You work because you value the work’s impact. For example, a teacher driven by purpose values or identifies with the goal of educating and empowering children. Potential is when the outcome of the work benefits your identity. In other words, the work enhances your potential. For example, a teacher with potential may be doing his job because he eventually wants to become a principal. Bad (or Indirect) Motives: Emotional pressure is when you work because some external force threatens your identity. If you’ve ever used guilt to compel a loved one to do something, you’ve inflicted emotional pressure. Fear, peer pressure, and shame are all forms of emotional pressure. When you do something to avoid disappointing yourself or others, you’re acting on emotional pressure. This motive is completely separate from the work itself. Economic pressure is when an external force makes you work. You work...
by Laura Heinemann | Jan 9, 2016 | Uncategorized
Executive Assistant We are looking for an individual with an entrepreneurial spirit: confident, intelligent and dedicated individual who is focused on making improvements and finding solutions. Someone who is detailed-oriented and proactive – willing to take the initiative to ask, learn, and make things happen. If you are looking for a part-time position that requires handling multiple requests, prioritizing and responding quickly and efficiently to team members and clients, let us know. Key Responsibilities: Manage day to day operations of office Plan and schedule meetings and appointments Manage projects and conduct research Prepare, edit correspondence, reports, and presentations Make travel and guest arrangements Financial: data entry, prepare invoices, make deposits Plan and coordinate events, workshops, conferences Provide excellent service to clients Maintain professional demeanor in all situations The ideal candidate will be a super creative team member and highly attentive to details. Other skills needed: 2+ years of experience in a business environments with administrative experience. A university or college degree Quickbooks Online Previous event planning experience preferred Must be able to work in a collaborative team environment. This position is 20 hours a week; hours and days flexible. If you are interesting, please email your resume. Entera+Partners Consulting is a boutique consulting firm poised for growth. We are dedicated to long-term relationships with our valued clients whose brands are synonymous with excellence, service, integrity and innovation....
by Laura Heinemann | Oct 2, 2015 | Uncategorized
High school award ceremonies in the twenty-first century are gratifying experiences for most parents. After years of trying to perfect their parenting, the symbol of a medal hanging from their child’s neck sends a reassuring message; it’s a message that says, “Just as the parenting book stated, you, too, could raise successful children.” Whether the engraving on the medal reads “Most Enthusiastic” or “Try a Different Sport,” every child leaves with an award in hand and a feeling of merit. Unlike previous generations, the generation of the late twentieth century and early twenty-first century – which I will refer to as Generation Z or Gen Z – grew up in a country where everyone is a winner- at least in theory. Consequently, Generation Z developed an elevated sense of self-worth that combined with technology and created a society of entitled humanitarians. One of the historical facets of the American Dream was that working hard and receiving an education would lead to opportunities for prosperity and happiness. For many, these notions manifested into images heavily influenced by 1950s iconography: a white picket fence; a yard for the kids to play in; a new ruby-red Chevy parked outside. For others, simply supporting a family and living a comfortable lifestyle was a sensible representation of the American Dream. However, for Generation Z, the American Dream is perceived through a lens that been hampered by the commentaries and respective experiences of previous generations. Due to technological and economic changes, members of Gen Z connect to the world around them in a way no other generation could. With a perspective that reaches far beyond...
by Laura Heinemann | Sep 9, 2015 | Uncategorized
In the fable “The Emperor Has New Clothes,” the emperor’s arrogance prevented him from seeing the truth about his situation. This arrogance can be seen in many company leadership teams as they refuse to see the truth about their organization’s culture. They either completely ignore the issue (too soft and fuzzy) or relentlessly project the image of being a great place to work. In reality their culture not only hinders productive and creative work, but also results in a highly disengaged workforce. According to Deloitte’s 2015 major study on Human Capital trends, there are two trending factors that should cause leadership teams to take a second look at more than just the profit and product and put the people factor in full play. # 1 We live in the age of the Glass Door. Our decisions, missteps, and other once-privately held discussions can, in a moment’s notice, be online and be visible for the whole world to see. Your organization is out there as well. Your culture, the real way your company supports or hinders your mission, can be discovered with just a few clicks. This spotlight can either be your best friend or your worst enemy. If you’ve got a strong, innovative culture, you will attract and retain the people who are best-suited for you. But, if you are looking for high performers and your culture is dysfunctional, it will be difficult to recruit and retain the best and the brightest. #2 The trending job market belongs to the employee. Your employees are now a new kind of customer. With talent wars and social sites, the market...
by Laura Heinemann | Aug 18, 2015 | Uncategorized
Our ability to grow and develop our potential is a life-long process. Neuroscientists and social scientists have shown that individuals can continually expand their mental capacity throughout their lives. Two researchers/authors, Robert Kegan and Lisa Lahey, have identified 3 developmental stages for adult thinking: 1. Socialized mind: People whose minds are shaped by those around them. What they say and think is strongly influenced by outside sources. These are people with ‘go with the flow’ mindsets. They conform and are dependent on others for direction and values. 2. Self-authoring mind: Those who develop their own internal compass to guide them. Their sense of self is aligned with their beliefs, principles, and values. People who are achievers and independent. The people who believe if you stand for nothing, you’ll fall for anything. 3. Self-transforming mind: The most developed and transformed minds are people who who have their own ideology. but they are able to step back from their own point of view and see how to connect with those of opposing views. These people are more likely to form coalitions that can transform a family, community, nation. This ability requires humility and courage. Our ability to succeed is directly related to how we think. Whether you are working in business, government, medicine, etc., it’s important to be aware of your mindset and continually work towards the self-transforming mind....
by Laura Heinemann | May 29, 2015 | Uncategorized
Supervising is learned just as technical skills are learned. However, training to be a supervisor takes an extra level of self-awareness and discipline. In a study done by Dr. Eugene Jennings at Michigan State University, he identified 14 qualities of highly successful supervisors: Gives clear work instructions, communicates well Praises others when they deserve it, understands the importance of recognition Is willing to take the time to listen to others Can be counted on to behave maturely and appropriately Has confidence and self-assurance Has appropriate technical knowledge to coach, teach and evaluate others Understands group’s problems—listens attentively and carefully Gains respect through honesty. Easily admits mistakes and takes ownership Is fair to everyone—demonstrated through patterns of assignments and avoidance of favoritism Demands good work from everyone Gains people’s trust by properly representing interests of the group to higher management Works for the best interests of both the group and higher management Maintains an air of friendliness while at the same time not being “one of them” Demonstrates a desire to understand without shutting off feedback through judging, moralizing or belittling According to these qualities, how do you rate as a supervisor?...
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