Inspired watching the boss stuff envelopes.
Karl Edwards
My head spins with all the different definitions of success out there. Even if I can think myself through their various fallacies, the measures of success in this culture still haunt and lure and accuse.
What I need, though, is not another critique of the culture’s twists and perversions of the truth. Nor, on the other hand, do I need another vague, conceptual affirmation of the eternal biblical principles by which my work should find its purpose, motivations and methods.
So I especially enjoyed Heatley using four work-based categories, (success, competition, loyalty and service) to think through the shortcomings in most workplaces and the alternatives a faith-based perspective would contribute.
While I agree that “love” holds the key to unlocking the creative juices that will eventually result in a plethora of practical alternatives emerging in workplaces around the world, I’m anxious to get on to brainstorming what these practical alternatives might be.
For example, let’s take a variety of workplace processes: hiring, training, firing, planning, meetings, compensation, performance reviews, approval processes, budgeting, adopting new technologies, etc., and having teams work through what those need to look like if we’re to achieve, “market strength, employee focus and customer value.” In other words, put some feet on love in the context of work.
How do you find ways to give practical form to your faith-based values at work, in the context of work’s issues, processes and structures, and within a culture where work is a daily reality on which our survival depends?
If your working rhythm thrives on extended periods of concentration and focus, you need to turn off the phone, close your email browser, quit all your messaging programs and close the door. No question about it. No question, that is, from your perspective.
Continuing our discussion of this week’s podcast interview with software developer Jorge Rosas, from the perspective of others (clients, team members, supervisors) a complete communication cut-off can be quite disconcerting, if not problem-causing.
What we want is for others to feel that we are accessible without having instant accessibility be the only form contact can take.
All communication technologies include a means to notify others of how and when you will respond to their contact. I have found that as long as others hear:
Now your communication “absence” serves both your working needs and others’ contact needs.
Please don’t sacrifice your own effectiveness in order to stay in touch with others. Those are not mutually exclusive outcomes.
How do you get things done while remaining accessible 24/7?