Read post on LinkedIn: https://www.linkedin.com/today/post/article/20140807102146-208872460-robin-hood-values-the-collective-gains-formula?published=t Lately I’ve been deliberating over the ideal formula to ‘mutual benefits’ i.e. what’s the ideal win-win situation in this volatile economy? I’ve had to become an optimist faced with many challenges recently, which has led me to wonder how one could achieve that ‘Robin Hood’ principle – i.e. distributing acquired ‘wealth’ [learning & knowledge] amongst us [resource deprived]. I have thought considerably over the past few days about ‘collective gains’ – let’s face it we simply cannot do business on our own! There has to be a mutual ground where the sharing of knowledge (e.g. via blogs, member groups, virtual seminars etc.) meets with fearless and collaborative consideration accordingly enabling all parties involved to make profitable advances (i.e. higher sales, better service, brand loyalty etc.) from which the consumer, producer, supplier benefit and where ‘collaborative consideration’ is that choice and decision to work with unfamiliar territory (products or services). In other words, what my business is or is not doing well may be the strength of another and an opportunity for advancing my firm as well as theirs. So how do we achieve this legendary ‘Robin Hood’ acquisition and distribution formula? In the business and education world, the fear of competitor advances over your progress is inevitable especially in a volatile economy – it’s a ‘dog eat dog’ world [economic climate]. The principle of the fabled Mr Hood was to ‘rob soldiers and convoys that passed through the forest, then distribute the stolen wealth among the poor’. In my view if we were to take what I believe is the ‘Collective Gains’ Formula: Considerate Thinking + Courageous Leadership + Collaborative Wisdom = Continuous Proceeds we could potentially create a wealth of knowledge or returns and where the limitations of ‘continuous proceeds’ could really only be the end life of a product or relationship. Take for example, an inventor he/she designs a product [considerate thinking] he/she takes this product to a leading manufacturer [courageous leadership] and together they develop the idea (e.g. prototype) and create a product [collaborative wisdom] they then market and sell the product following a successful campaign [continuous proceeds] i.e. sales and profits. If the inventor were to act on his/her own, it may take years before the product is actually conceived i.e. via patents etc. so why aren’t we nurturing enough? What’s the danger or fear in harnessing an idea someone else has but you have the capacity to make a reality? Without the manufacturer the student may never conceive the product and we may all lose out on a vital or crucial product or the inventor on his/her livelihood… yes, of course in reality there will be a heap of red tape, negotiation and agreements to consider; however there is certainly an opportunity here for the key players (large corporates [Robin Hoods]) to engage with the (individual, small business, school etc. [poor]) to embrace a collective gains vision resulting in continuous progress (innovation etc.) and proceeds (profits, results etc). Here all parties involved benefit mutually: the inventor, the producer and the consumer. Indeed, in reality everything we do in the business world is subject to review and development. However when I hear the phrase “I know a man who can…” I wonder why it is just ‘know’ and not ‘work with’? Perhaps an opportunity missed? What are your thoughts? Image source: http://www.superbwallpapers.com/tv-shows/oliver-queen-arrow-20304/
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In a world saturated by brands in every in sector, how do we truly distinguish those that ‘count, matter, made it’ etc.? I have often stated that the Brand is as good as its owner (the owner is the founder and the entire team or employees). When I look at Brands such as Virgin, Microsoft and Facebook – in my opinion I’m staring at giants! But what about those SMEs out there and the sole-traders who are perhaps not as well known (for now anyways)? How does it all work? Does opinion really matter? How do you know you’ve made it and actually count? Is it just a measure of net-worth and rich lists? Whatever the brand, the consumers before you, have the ability to make choices – choices that in some way benefit them – that is of course and unless they have been enticed or mislead by a brand to believe their choice correct. Its prompted me to take a look into my brand and its positioning, we’re not giants but we are ambitious! I’m wondering where the distinction lies when it comes to a brand and perception… humans have ability to make decisions and choices, rationalise them and act either on impulse, by following others, or by informed decision. Take for example, that exciting moment at a great restaurant, do you take a gamble, ask for recommendations or make your own choice? If we could be the food of your choosing, then you to us are the sustenance we need to build a strong brand and identity. So how does education and knowledge bind the distinguishing substance of a brand or perception today? The availability of information at your fingertips so to speak enables you to network at speeds where choices can be made within seconds. One could argue that being ‘educated or informed’ about brands today is a prerequisite of any future loyalty even before contact is made. So where does one acquire the knowledge that distinguishes the brand? It somehow seems to come back to perception here…. trusted reviews, online blogs, word of mouth, video, academic credibility and media influences etc. If it doesn’t work for you, does this mean it would not work for another? I often look at the Amazon product reviews and wonder how many reviewers actually took the time to distinguish what really matters i.e. did the product work for me or am I reviewing this for the sake of following or am I a competitor who is trying to sway the balance… Take for example, the Tale of Little Red Riding Hood: when Little Red Riding Hood went into the woods, she met a wolf and she naïvely tells him where she is going. He goes to the grandmother's house and swallows her whole and Red is about to walk into something strange… ...Specifically, the tale parallels how one may be taken in and controlled by the giant brands, therefore, mimicking subjection to the brand via perception i.e. isolate consumers by drawing their attention "away from the brand market" where the giant brand entity has complete control over consumer perception and knowledge. The Aspiring Woodpecker: So how did we mimic this Big Bad Wolf (giant brand) strategy? We adopted the philosophy to be ‘Powered by Smiles and Inspired by Learning’ we generate smiles which in turn produces loyalty and we share learning that creates credible lasting impressions. We believe our Testimonials are a testament to this, we have designed the new website with learner input and all those involved with the business (using perception: opinions and insight). But most of all we listened! We may appear to be the tiny Woodpecker amongst the Eagles but we’re always drilling and drumming away… join us, associate with us, partner with us! What is the potential of summer learning? Is summer an opportunity to harness learners and give them opportunities? When learners face a highly competitive and volatile economy - are good exam results sufficient? Most higher education establishments and organisations are looking for candidates who have the grades but can also demonstrate natural aptitudes. How will you encourage a child/young adult to participate in broadening their skills and experience this summer? I'm interested in corporate and education views on this. Your next appointment? Is there scope for corporations to offer summer work experience for young adults aspiring to higher education or employment? If so, what are the opportunities and are these mutually beneficial? Some managers have recruited 'off the cuff' i.e. looking at an individual rather than their academic background and have been highly successful with this strategy. I am aware of a number of law firms working on this principle. Your next applicant? Are Higher Education establishments willing to provide opportunities over the summer break for learners who may not have made the grade but are highly skilled and motivated to 'be someone'? Surely, the University or College does not come to a complete standstill over the summer break - are there opportunities for young people to gain experience in departments that are required to function over the break? Is there potential to hold 'summer seminars'? Your next apprentice? Not forgetting individuals, societies, charities, musicians, artists, authors etc... What could you offer a young learner? Your next opportunity? This is not a marketing ploy, I am passionate about providing opportunities for young people - If your organisation would welcome associating with Learning Tutor to publish opportunities on our website, please get in touch. Our site will not track, monitor or expect any monies for doing so. All we ask for is a logo, a website link, contact details and a brief description. "We need more teachers, and we need them now..." "By the next decade, there will be 800,000 more pupils in secondary schools. Now is the time to study to become a teacher...Rebecca Ratcliffe, theguardian.com, Monday 30 June 2014 13.46 BST, http://www.theguardian.com/education/2014/jun/30/teacher-shortage-in-2020s"
A decade ago when I was training under a highly publicised scheme to attain Qualified Teacher Status (QTS) with my Bachelor's degree, it seemed a great opportunity to have your student loan repaid by qualifying and joining the profession... on reflection, over ten years of service in the public sector I always felt obliged to be the best every day despite illness or the pressures of work related stress, parents, pupils, politicians and being ridiculed for earning less than what I was 'worth' to the private sector (with less work related stress, higher salary and recognition as a professional!). I'm often asked why I chose to teach or indeed continued to do so - there is no simple answer other than the self gratification and knowing that I have made a difference to a young person's life - this is priceless. Consider this, teachers are in 'loco parentis' (in the place of a parent) for the majority of a child's learning journey... the most impressionable years are in the hands of 'teachers' during the day... So now we're looking at recruiting and placing new teachers into classrooms because the economies of scale demand this (again)....I wonder when they say we learn from our mistakes, how and when the 'mistake' (ignorance) of accepting the vital role a teacher (learning practitioner) plays in a young person's life will truly be appreciated i.e. when will teachers be used as professionals and not just pawns on the front line set up to take responsibility for other's mistakes? Where is the support for the rigours of the classroom (21st century battlefield?) Where is the care during and after a teaching career? There are often studies on the number of days lost to work related stress, however there seem to be few on the number of years (life years) lost by a teacher undergoing the stress... Teaching is indeed highly imperative and a rewarding career, however to any person considering entering the profession they should be made aware of the risks to their personal well-being, unless of course there is a radical change to the profession (which in my opinion is unlikely in the short term). Do you agree? We obviously need teachers, so how do we move forward and ensure the safety and well-being of the aspiring teacher? We've had the work life balance reviews, how do we ensure they are really enforced for the true intention to protect an invaluable workforce? What are your thoughts? Would I give up teaching? NO. Would I do it again given a second chance? absolutely! Teaching and learning are keys to progress and evolution depends on it. The following is an extract from: Tackling teacher stress - National Union of Teachers THE EXTENT OF TEACHER STRESS Stress has been described by the HSE as “the adverse reaction people have to excessive pressure or other types of demand placed upon them”. Although stress itself is not a disease, it is recognised that excessive or prolonged stress can be a cause of mental and physical illness. HSE research has found that one in five people – an estimated 5 million workers – is ‘very’ or ‘extremely’ stressed at work, and that stress, anxiety and depression nationally lead to more than 12 million lost working days each year. The International Labour Organisation has estimated that the cost of stress to the British economy amounts to over ten per cent of its Gross National Product (GNP). Over the past ten years, studies have consistently found that teachers are amongst the most stressed workers in Britain. In 1997, Professor Cary Cooper of the University of Manchester’s Institute of Science and Technology (UMIST) surveyed 104 jobs in the UK and found that teaching ranked fourth highest in terms of the prevalence of work-related stress. A 1999 survey by the NUT found that 36% of teachers felt the effects of stress all or most of the time. HSE research in 2000 found teaching to be the most stressful profession in the UK, with 41.5% of teachers reporting themselves as ‘highly stressed’. In 2003 a study undertaken by the Schools Advisory Service, the largest independent provider of teacher absence insurance in the UK, showed that one in three teachers took sick leave in the previous year as a result of work-related stress. A survey on occupational stress, published in the Journal of Managerial Psychology in 2005, ranked teaching as the second most stressful job out of 26 occupations analysed, with only ambulance drivers exceeding the stress levels found in the teaching profession. Finally, TUC surveys of union safety representatives in the education sector have consistently found stress to be the health and safety issue of greatest concern, with nearly three-quarters of safety representatives citing it is as the most significant hazard facing workers in schools and colleges in 2004. The human consequences of this excessive stress on teachers are serious and wide-ranging, and can include physical symptoms such as headaches, raised blood pressure, infections, digestive disorders, heart disease or cancer; mental health symptoms such as withdrawal, poor concentration, anxiety, depression, insomnia, ‘burn-out’ and an increased risk of suicide; and behavioural consequences such as low self-esteem, increased drug or alcohol intake and deteriorating personal relationships leading to family, relationship or career problems. Stress causes difficulties too in terms of teacher recruitment and retention, with many teachers choosing to leave the profession in the face of levels of stress which they find overwhelming. One recent survey found that 40 per cent of teachers currently in the profession expected to have left teaching within the next five years, and of those anticipating leaving, excessive workload was cited as the main reason amongst the under 50 age group. THE CAUSES OF TEACHER STRESS Recent research evidence has shown that the main sources of the current high levels of teacher stress include:
‘Collaborate Meaningfully’ - I founded Learningtutor.co.uk a few weeks ago, I now manage a singer/song writer, sponsor Miss Berkshire/Miss England quarter finalist Aneela Farooq. In addition to collaborating with venues (hotels, restaurants etc.) to promote 'synergistic learning'. A while back I read about motivating learners and the different strategies schools/establishments were implementing from using iPads to Sports. Having written a dissertation around the topic of motivating learners and recent music video endorsement I have observed and strongly believe motivation or motivating learners can only be achieved by reinforcing a collaborative (synergistic) approach in addition to placing emphasis 'purpose' or ‘meaning’. Follow Learning Tutor to see the development of an amazing music video shoot with 3 learners tutored by our team working alongside a singer/songwriter/actor. Aneela, Roseanne & Sabrina worked collaboratively on an impromptu basis. Try something different with your learners take them out of their comfort zone gently, motivate them with purpose and meaning. I am organising a cup cake decoration seminar with our learners at a grand hotel – out of the classroom and into the real world with a talented chef.
Applying ‘Synergistic leadership’ - What does it mean for your business?
Recently I have launched Learning Tutor Limited in addition to my role as a manager for managing a singer/artist. With both hats on its been a encouraging few weeks. Recent meetings with a variety of different leaders’ (directors, managers, CEO’s) have confirmed my belief that leadership simply does not and cannot work by definition alone i.e. “the action of leading a group of people or an organization, or the ability to do this.” Rather it is the interpersonal connections and networks that are crucial to alignment of business objectives in addition to thriving, purposeful and long-term strategic aims. Simply put, a collaborative approach to any 21st century business that inspires innovative, dynamic and symbiotic partnerships thus resulting in consequential mutual benefit. What we know from nature is that evolution is ultimately about progress – the will to survive, learn, thrive and evolve relatively. On observation a bird may build its nest well, yet we assume this is a singular effort. Most birds rely on other species or insects to help protect their habitat for example from egg stealing opportunists. So along comes a spider… the meal in addition to the binding comrade for many bird nests hence enabling birds to effectively nurture their brood. I admire ‘Nature’s collaborative leadership’ - it illuminates the path to deep, meaningful, connected and constituent business (economic) progress. My vision and application of synergistic leadership: Learning Tutor Limited (www.learningtutor.co.uk) "Kids go to school and college and get through, but they don't seem to really care about using their minds. School doesn't have the kind of long term positive impact that it should." -Howard Gardner Perhaps I should begin with the story of the Woodpecker logo! - A few months ago I had my first sighting of the little fellow; he flew down into the garden with his imposing red crown and wings displaying the many shades of green. I had no idea what this magnificent bird was called so I asked someone... it was the kindness of this person to take the time to tell me it was a 'Woodpecker’ and that ‘it has come to eat worms'. I suddenly realised how important learning (cognition) is in the 'present moment' - not before the bell or for an exam, or revision, but for now, for all and always. The Howard Gardner quote above resonates with my passion for learning - extending minds beyond the classroom. I am eternally grateful to the people who have supported me with the launch of Learning Tutor Limited (the children and adults). As learners we tend to forget to focus on what is here and now and how to expand our minds with knowledge not just for the sake of passing an exam but being a well rounded person, citizen or neighbour. I created Learning Tutor to offer children and young adults (learners) of all backgrounds and learning abilities access to education in an open, non-judgmental, personal and innovative way. My first objective was to surround myself with those professionals who have distinguished themselves over their careers as being among the best in the education and care sector. Each member of my team is handpicked personally, or by one of the education professionals who could attest to the other tutor/teacher's reputation. I have tried to build a company that has strong work ethics, family values and a great working relationship with our employees as well as our clients. I am truly passionate about learning and in my previous roles as Leader of Information Technology (Head of IT), Leader of Young Enterprise & Teacher of Business, Marketing Executive and Company Director (Brighter Resources Limited) I have vast experience, knowledge and practice of teaching and learning. I do not consider myself as a teacher but a 'learning practitioner' - I believe that the role of the 'learning practitioner' is to be fully involved with the learning process - it is after all a two way process in the classroom! Our team provides a tailored and learner centred approach to addressing learners' needs. I know this is what many of our clients and learners like most about our approach to learning: we are a 'family' (group) sharing an educational philosophy, yet we are effective and experienced enough to manage any learning project that comes our way. It is a testament to the people I have working with me, who uphold my learning vision and values, to maintain best practices while making sure your requirements are met. Thank you to all our clients and learners for their loyalty to us. Your support enables us to offer more value to the services that we offer, and has helped Learning Tutor Limited continue to develop and expand so that we can effectively respond to a wide spectrum of personal educational needs. Sincerely, Jay Virdee Managing Director Learning Tutor Limited www.learningtutor.co.uk CLICK HERE TO READ THIS ARTICLE ON LINKEDIN Envy our intrinsic biological attribute, we can experience these behaviours at any time where our position is below that of a colleague, friend or family member. The fundamental root of envy (or jealousy) is that it stems from emotional response. Take for instance your social standing in the office or online this somehow determines where you stand in relation to others. Why are we so envious of those whom which we associate with? Surely the fact that there is a common factor involved that is the similarities we share should not make us envious rather cooperative? We seem to attract friends that hold resembling values and interests yet we are envious or jealous of their success - an issue for the office and life. “I can only say that whatever my life and work have been, I’m not envious of anyone – and this is my biggest satisfaction” Roman Polanski Workplace envy or 'change management'? Many board meetings take place behind closed doors. In the modern workplace, adversaries are on your patch whether you know it or not, your best friend or colleague may develop a little envy and you might find yourself out of a job! So one day, your boss calls in, you’re now on your way to his or her office… it seems a colleague has expressed interest in your position and you are now required to re-apply or look elsewhere for a job… is this envy or what we now call ‘change management’? In recent years I have experienced a number of management regimes however nothing that shocked or surprised me more than the use of the words ‘change management’ in place of 'workplace bullying'. I have knowledge and practice of the concept of change management however it seemed it to me a pretence for choosing some staff over others rather than matching the correct skill set to the desired outcome e.g. profitability or sustainability. Many months passed as I watched this ‘change management’ occur, there was a fear amongst the employees and they were often cautious about talking to others… a pattern seemed to have emerged whereby the ‘popular’ employees were moving into management positions with or without experience. Of course, this in my mind was questionable with years of experience and possessing the required skills or qualifications others couldn’t possibly have been given positions above me? I developed envy towards those who in my view were clearly not competent to fill the roles for which they were employed… but then I sat down and thought, well what do I really care? So is envy really a bad thing? After many years of being the ‘younger’ head of department I often wondered why my friends and colleagues judged me – I worked just as hard as they did, I applied for the position just as they could have and despite my age being a factor of jealousy I had experience and produced results. I was a popular teacher and leader often the envy of others. When I think back to rationalise his or her envy, I find myself wasting time, it simply cannot be rationalised by anyone other than its creator. Envy is an emotional response it does not solve the issue. I mean who cares that I’m young and earning more? But if it motivates you to be better than me or to get ahead then surely it’s not a bad thing... or is it? Where’s the scapegoat? Well if you’re employing staff you have legal obligations and not to mention your employees have certain rights. It would be wrong of you to dismiss someone because you want to give the jealous party a chance… but you could disguise it as ‘change management’ right? Let’s place unnecessary pressure on you, unrealistic deadlines and targets – surely at some stage you will no longer be ‘competent’ to hold the position... so now the jealous guy wins and your boss is free from any claims of workplace bullying or harassment. Consider the case of Ali Baba, when he is the only one knowing the secret of the treasure in the cave and how to access it. The leader, disguised as an oil seller stayed with Ali Baba. He had brought along mules loaded with forty oil jars containing the other thieves… envy helps us realise our standing on the social grid, it can help us create alliances yet also lead us to riches no one else knows of…. Over the years I have been approached by a number of firms and education establishments to join their team, despite their generous salaries and offers I declined. On reflection I am glad I did, I am now my own boss and thrive to create a business ethos that harnesses input rather than yields envy amongst staff. My Business is built on the bond of trust and compassion for others.
What are your thoughts about envy good for the workplace or not? Are you jealous? Join Us. Become an associate lets care about education and making real progress: http://www.learningtutor.co.uk/approved-associates.html Coming soon: www.CompassionEd.com Sources: http://en.wikipedia.org/wiki/Ali_Baba |
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