Comments for Time-Driven Performance

Comment on To Nap or Not to Nap — That Is The Question! by Susan L. Koen, P..

Susan L. Koen, P.. — Fri, 20 Apr 2012 16:36:52 +0000

Dale, the past 30 years of research support your statement. Fortunately, there is training available for shiftworkers to help them mitigate these health risks, such as my company's Building Resilience & Vitality for ShiftWork Course (formerly known as ShiftWork: How To Cope).

Comment on To Nap or Not to Nap — That Is The Question! by Dale Roberts

Dale Roberts — Wed, 18 Apr 2012 23:34:16 +0000

shift workers are at a higher risk of type 2 diabetes and heart illnesses than day shift workers.

Comment on Stoking Fears Is Not Leading by carolyn hall

carolyn hall — Fri, 06 Apr 2012 14:23:52 +0000

Hello there, just became aware of your blog through Google, and found that it’s really informative. I’m going to watch out from brussels. I will appreciate if you continue this in future. Many people will be benefited from your writing. Cheers!…

Comment on To Nap or Not to Nap — That Is The Question! by Zalkha Abdullah ..

Zalkha Abdullah .. — Sun, 05 Jun 2011 08:39:37 +0000

Respected Sirll Madam;
I am Nursing Administration Student and I have to write my proposal regarding Napping for Night shift Nurses in my hospital where We need to develop/ have a policy for this purpose.

Thanks for your support !!

Comment on Collaboration is Not a Traitorous Act — It’s a Leadership Imperative! by Susan L. Koen, P..

Susan L. Koen, P.. — Fri, 22 Apr 2011 20:32:51 +0000

Rick, I really appreciate your comment on my Collaboration post. And you are especially on point about the role of leadership and culture in building a collaborative organization. Ironically, at the outset of an exchange, people feel that they have incompatible points of view or solutions to a problem, and they often believe there is no “Third Way.” If they are encouraged to collaborate and commit to the divergence/convergence process, though, differing parties will find the collaborative solution–and it will be the optimal one.

Comment on Collaboration is Not a Traitorous Act — It’s a Leadership Imperative! by Rick Thompson

Rick Thompson — Tue, 19 Apr 2011 11:38:07 +0000

There is an important distinction between collaboration and compromise. You got it right that collaboration is a fundamental component of teamwork and it is always the right thing to do.

Unfortunately, the media and our culture puts emphasis on “Compromise” instead of “Collaboration”. Compromise has a fundamentally different dynamic than collaboration because it assumes that two sides have incompatible points of view and that one side, or the other, or both, must “Give Up” something, or make concessions in order to make a deal. Both sides dig into their positions, argue the merits of their idea, and attack the other side. When people have strong fundamental differences in principle, compromise can be seen as a weakness, or a “traitorous act” instead of an act of leadership.

Collaboration is altogether different and is always the right thing to do. And you hit the nail on the head with what makes collaboration different. Instead of arguing for a specific position, collaboration is about working together and using divergent thinking and creative problem solving to find a “Third Way”. Not a compromise, but truly a new solution that can achieve maximum results for both sides. This can be hard because it requires active listening, respect, strong teamwork, patience, creativity, and persistence. And even then, it is not always possible to find a Third Way. It is also very unless there is strong sense of trust and teamwork amongst the differing groups.

The role of strong leadership is to create an atmosphere of trust and respect. To eliminate negativity and establish a process that enables all the goals and rationales to be presented without pre-judgment. It is also best when the corporate culture values all creatives ideas that have been presented even the ideas that were not finally selected. Finally, it is important that the culture does not see the end result as “winners” and “losers”, but as a collaborative process that resulted in a final selection that presented the best outcome for the company. The ideas that did not make it all the way through played a vital role in the process even though they were not ultimately selected.

Comment on Time-Driven Business Strategy in China! by David

David — Sat, 05 Mar 2011 15:23:30 +0000

Wow! We need to get our acts together here in the U.S. if we want to be competitive. Just read “Strategic Speed” which relates to the topic.

Comment on Changing Leadership in an Always-On World by Marc Moschetto

Marc Moschetto — Tue, 01 Feb 2011 05:27:40 +0000

Great post on a very timely topic. So much of the success of the group is predicated on assembling a team of individuals who are motivated and self-guided. Today, leading is more about coaching and fostering collaboration than some of the ‘old school’ techniques referenced in this post. It does, however, place an even greater emphasis on the interview and screening process. In todays’ distributed work environment, it has never been more important to put “the right person in the right place.”

Comment on Time Forces Rock The Business World by Rick Thompson

Rick Thompson — Thu, 13 Jan 2011 21:00:15 +0000

Thanks for the in depth examination of time. It’s no wonder I feel so much time pressure in my life. On the one hand, it’s great to be ever-connected and to live in a dynamic, fast-paced world. It’s never boring.

But as you explain, it also adds up to a lot of pressure building up across many facets and dimensions of time.

Looking forward to the next post. I could benefit from insight on my time, use of time, and time choices.

Thanks.