Share your talents, she dances ...

San Diego artist,

expressionist and entrepreneur ...

she shares her talent with all.

For those strolling along the boardwalk near Seaport Village in San Diego, this generous woman offers a mesmerizing dance to beautiful music. She has an open basket in case you choose to support her, but even if you don't - the other basket is open and offers you a scroll; the little piece of parchment reads ...

When I stand before God at the end of my life,

I would hope that I would not have a single bit of talent left,

and could say,

I used everything you gave me.

Erma Bombeck

Regardless of the job market, there is always somewhere to share our talents. And, when we do we are likely to discover a renewed sense of purpose and fulfillment. Even if we are not ready to move to San Diego with our own outdoor performances, there may be many more venues for our talent than we have considered so far.

How would you feel doing what you do best?

Imagine ... where could you share you and your talents next?

To contact Caron:

caron@studio22azwa.com

To return to Studio22:

http://www.studio22azwa.com/

To return to Fun Moms:

http://www.funmoms.biz/

The 4th generation of Six Sigma

Last week I attended a presentation by Dr. Mike Vandermark of Scottsdale, Arizona. Dr. Vandermark, Dr. Mikel Harry and key colleagues (Sandra Harry, MBA; Connie Januzzi; Drew Lehman) made one of their first public appearances since launching The Great Discovery.

If Dr. Harry's name sounds familiar, it is because he is considered the key architect of Six Sigma: the quality-plus-more-program that originated at Motorola and changed the way many of the world's leading companies do business. Dr. Harry is calling The Great Discovery "the fourth generation of Six Sigma".

Leadership was not directly addressed with earlier versions of Six Sigma and becoming a Black Belt still requires diving into a complex world of schematics and statistics, but ... there are two contrasts that make this fourth generation intriguing:

1) it embraces the human element necessary for success

2) the simplicity and clarity of this systems approach can be grasped and applied to developing world class success by kids and Fortune 100 CEOs alike

When a process like The Great Discovery is combined with an an expert coach and a motivated client ready to engage in their definition of "progress", successes are sure to follow.

To contact Caron:
caron@studio22azwa.com

To return to Studio22:
http://www.studiow22azwa.com/

To return to Fun Moms:
http://www.funmoms.biz/

T Manager

In a recent issue of SHRM, the magazine of the Society for Human Resource Management, one article described the current and future need for "T-shaped managers". According to Morten Hansen, T-shaped managers deliver impressive results within their unit (vertical part of the T) and also contribute across departments (the horizontal aspect of the T).

To be a great T manager, Hansen says that one must be able to:

1) view work from your perspective and others'

2) know your area

3) know other areas

4) develop networks with colleagues, collaborate and influence without power/rank/finances

Hansen also states that the current times demand our attention be on shared results and not just our own performance. And, while we already have enough pop management terms bombarding us on the bestseller lists, I enjoyed pondering this one with its vertical and horizontal integration of results, individualism and collectivism.

For more information, google "Morten T Hansen University of California Berkeley". Yes, his middle name just happens to begin with "T" :)

To return to Studio22:

http://www.studio22azwa.com/

To contact Caron:

caron@studio22azwa.com

Want to think?

In psychology classes, we often talk about critical thinking. Today after teaching one my sections at Estrella Mountain Community College, I walked to the campus cafe for a cold drink and glanced at a poster decorated with this quote:

"If you make people think they're thinking, they'll love you. But if you really make them think, they'll hate you."

~ Don Marquis

I believe there is truth in what Don Marquis suggests. We may find fault with those who challenge our thinking because we blame them for the discomfort we are feeling. What if we embrace that discomfort as an opportunity for growth? What if we allow our thinking to expand and become more complex/sophisticated thanks to the person who challenges us?

Want to think?

photo: the gray matter of a skate park

To return to Studio22:

http://www.studio22azwa.com/

To contact Caron:

caron@studio22azwa.com

... a time to learn!

Based on on a recent poll published through the Society for Human Resource Management (SHRM), 55% of human resource professionals agree that workers entering the job market over the next 10 years will lack competencies needed to make them successful in the dynamic workplace. This may be an ideal time for all of us to learn new skills and prepare for successful economic futures.

Some of the skills we should consider building include: adaptability & flexibility, critical thinking & problem solving, professionalism & work ethic, teamwork & collaboration, maximizing cultural competence & identifying opportunities of diversity and applying technology. These skills can be gained through formal and informal learning opportunities.

Would any of these topics of learning be of interest to you as you prepare for your ideal future? Is it ... a time to learn?


photo: remember when you first learned to ride a bike? At first, it was a challenge but the reward was great! And, once you learned to ride the bike, you were ready to take on even more growth opportunities ~


To return to Studio22:

www.studio22azwa.com

To contact Caron:

caron@studio22azwa.com

This post is based, in part, on information published on http://www.shrm.org/

Prepare, Implement or Go For It?

Next weekend, on January 17th, I will be propelling my body over 13.1 miles and completing my 7th PF Chang's Rock N Roll 1/2 Marathon. There is one difference this year; I did not prepare.

While 2009 was a year of preparation for me and I moved forward on my dissertation, completed more coaching training and I was hired for new jobs as a research interviewer at Arizona State University and adjunct psychology faculty at Estrella Mountain Community College, my health/exercise plan (did I really even have one?) was not effectively implemented.

What's the point I'm hoping to make here?
The point is twofold:

1) For maximum success, it is necessary to implement a plan

2) If you fail to plan or implement your plan, sometimes it is necessary to go for it anyway

This will be my slowest 1/2 marathon ever ... but to focus on the positive, my friends and I are labeling this year as a Zen run (no time goal) and our training kick-off that will begin to prepare us for the 2011 run. I have my 2010-2011 health/exercise plan in writing. By telling all of you that I have made this commitment, it further ensures that I will hold myself accountable for implementing this year's plan over the next 11.5 months.

When you consider your 2010 plan, action steps, goals and overall vision ... is today a day for preparing or implementing your written plan? Or, is today a day to just go for it?

Pictures

1) In Orange ... Previous Rock N Roll with Carol
(Tresa, Carol & Caron will be completing the Zen-Kick-Off-Run this year ~)

2) Update: All 3 of us from 2010 - we went for it and had a great time!

to return to Studio22:
www.studio22azwa.com