ROI Reinterpreted

Betty Liu, Founder and CEO at Radiate, Inc, recently blogged about her attendance at a Berkshire shareholders annual meeting. Her main take away was what she considers “probably one of the most succinct descriptions of great leadership” she has heard. It came from Warren Buffett. And here it is:

“If you're looking for a manager, find somebody that’s intelligent, energetic, and has integrity...if they don’t have the last, be sure they don’t have the first two. If you have somebody who lacks integrity, you want them to be dumb and lazy.”

Let’s get firm on this point: all leaders should understand the importance of integrity.

It’s why my friend John G. Blumberg has just celebrated the release of his newest book, ROI - Return on Integrity. Simply put, John is starting a movement to redefine what first comes to mind when top leaders think of ROI. He is a companion to leaders at the top, who want to pick-up a shovel and start digging to discover their most untapped and impactful resource as a leader.

While living in Pittsburgh in the 90s, a friend suggested I connect with John when I moved to Chicago. John had been a senior human resources leader at Arthur Andersen but had left to pursue his dream of professional public speaking. He’s been at it ever since.

I did not initiate that connection. Frankly, I made a wrong assumption. I convinced myself that John was likely too busy to make time for me. Within a couple of years, another mutual friend made the introduction. John is a remarkably easy to know and likable human being who takes time for others. A great friend.

I’ve asked John some questions about his new book, ROI - Return on Integrity. Here is our conversation.

Q: John, I know integrity ranks high in your message of “core values.” Explain how you define integrity to leaders.

A: Many people are surprised when I say that “integrity” is not a core value – especially when it appears on the list of core values of many organizations. I define integrity as the fabric of every core value. Long ago, leadership author Warren Bennis described integrity as “doing what you say you will do.” In that sense it makes for quite a durable fabric if stated values are to become truly valuable.

Q: Your latest book, ROI, is a focus on integrity. Why does this seem to need such extensive treatment?

A: I was just talking to a reader this week, he said he thought he pretty much understood the topic of core values. Like most of us, he made an assumption. As he continued to read, he said it opened his eyes to a completely deeper understanding. Considering yourself “values-based” or having a “gut-feel” or “intuition” about your values probably would have worked 30 years ago. Today’s world of rapid speed and pace of change, calls for a much deeper understanding and clarity of your core values … both organizationally and individually.

Q: Several polls indicate terrible trust levels of politicians today. And big business often gets criticized for careless acts. Connect the dots on how integrity shapes our views.

A: We have certainly seen examples in every arena of life – government, corporations, sports, spiritual institutions and families. In almost every case you can find evidence of a drift. We need to be clear – all of us are vulnerable to drifting. There is a huge temptation to look out at greater society or leaders at the top of an organization and expend energy into our critique of such … yet, it’s far more valuable to take that same energy to dig deeper into our own experience of defining, refining, and living our own core values. It will definitely shape your views … and our compassion for others when they fail.

Q: What does a loss of integrity cost a leader or an enterprise?

A: Sometimes everything! Usually there is a lot of waste before getting to the point of it costing you everything. Without a day-to-day return on integrity, there is no long term return on investment. It’s an individual and organization’s most important asset. It is easy to lose integrity when you have never identified the core values that define it. It’s a devastating price for a leader to pay … and the shrapnel impact most often places a huge cost on the innocent people around them.

Q: I shared the article with you about the quote from Warren Buffett on integrity. Does he sum up the importance of this issue well?

A: I especially liked his comment “if you have someone who lacks integrity you want them to be dumb and lazy.” I would actually want them to begin to dig deep to find the values at their core. It is there that they will rediscover the integrity within and the desire to live it. It is a journey we all need to make to a much deeper level. I personally think we could all be a little smarter and work a little harder in understanding the value of core values … and the return they provide!

Proverbs 11:3 tells it like it is, “The integrity of the upright guides them, but the unfaithful are destroyed by their duplicity.” NIV

Enough said.

Find ROI on Amazon or connect with John at www.BlumbergROI.com. Look for John’s other books as well.

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Let’s Talk with Mark Elfstrand can be heard weekdays from 4-6 PM Central. To listen outside the Chicago area, tune to www.1160hope.com for live streaming or podcasts, or download the AM1160 app. 

The Well Insured Employee

In 1984, I left the relative safety of working at a radio station in order to launch a video/marketing firm. It was my vision that I sold with great enthusiasm to others. Several people invested in my plan and off we went.

I had a few employees, but I was, in the board of director’s eyes, the “key man.” And in one of our early board meetings it was brought up that the company needed to buy “key man” insurance should something happen to me. It’s not uncommon to do that. In a small business, this kind of policy is taken out on the person or persons whose absence would likely sink the company.

This makes sense, right?

Apparently, there is another life insurance program on employees gaining in popularity. But in this case, it is not focused on key man thinking. This program is finding a way to capitalize off the passing of an employee.

The story came to light in the recent New York Times article, “An Employee Dies, and the Company Collects the Insurance.” Employees at a southern California newspaper received emails indicating the company wished to purchase life insurance on them. The employer, The Orange County Register, would pay the premiums. And they would become beneficiaries! http://dealbook.nytimes.com/2014/06/22/an-employee-dies-and-the-company-collects-the-insurance/?emc=edit_th_20140623&nl=todaysheadlines&nlid=68618012

I’d not heard of this. It’s reported, however, that this is “a common but little-known practice in corporate America.” From a company perspective, it does make sense!

Company held life insurance policies bring generous tax breaks. It’s one reason why hundreds of corporations do it. Banks in particular. The Times reports that “JP Morgan Chase and Wells Fargo hold billions of dollars of life insurance on their books, and count it as a measure of their ability to withstand financial shocks.”

Aside from tax breaks, companies believe this is shrewd financial management. Earnings are often used to cover the costs of long term health care and deferred compensation. Investment returns on the policies and the death benefits, once received, are also tax free!

The real payoff, however, may be in recouping pension expenses.Aaron Kushner is the CEO of Freedom Communications, the parent company of the Orange County newspaper. His spin on the legitimacy of these policies is very positive. “Life insurance is one of the ways of strengthening the long-term health of the pension plan and ensuring its ability to pay benefits,” claims Kushner. And what self respecting employee wants to see his or her pension go bust?

It’s noted that in many cases, companies can use the tax free gains for any purpose. There’s no restriction on this. You can see why companies are sold on the idea.

How big is this business? Here is what the Times reports: “Hundreds of billions of dollars of such policies are in place, providing companies with a steady stream of income as current and former employees die, even decades after they have retired or left the company. Aon Hewitt estimates that new policies worth at least $1 billion are being put in place annually, and that about one-third of the 1,000 largest companies in the country have such policies.”

So everyone wins, right? Of course not. Many skeptics feel the practice is somewhat immoral— profiting from the death of employees. Freedom Communications had to modify their plan and do a sales job to get employees on board.

There’s a particularly disturbing side to this for me. Many of these policies pay off years after an employee has left the company. You can see where tight financial conditions might make top executives “looking forward” to the days when these folks go to their eternal reward!

I’ve been told a similar situation happens in organizations that assist elderly people with estate planning. If said organizations benefit from the deaths of these seasoned citizens, well, you can see where human nature might take its course here. The longer one lives, the longer the wait for those resources.

Since this corporate life insurance program has been growing in popularity, so has the number of class action lawsuits. Walmart settled in one of those cases, “paying millions to low-ranking employees who had been covered.” Some companies, including Winn-Dixie and Camelot Music, went to court with the IRS nipping at their heels for “using policies as tax avoidance schemes.”

New laws have come into place regulating this activity. But even with the protection piece, there remains that uncomfortable idea of your employer profiting from your demise. No law resolves that.

Truth be told, many people die without personal life insurance! One estimate I saw claims around 6850 people die every day in our country. One chap did calculations showing that more than 1100 of those people who made between $50k and $250k died without life insurance. Zippo. http://www.hinermangroup.com/blog/insurance/how-many-die-every-day-without-life-insurance/.

Why is this? It’s uncomfortable to make wills. Buy life insurance. Discuss burial and cremation. It makes us seem so…fragile.

The Bible says we ARE fragile! James 4:14 reads, “Why, you do not even know what will happen tomorrow. What is your life? You are a mist that appears for a little while and then vanishes.” (NIV)

The best life assurance plan is the eternal one. John 3:16 states it clearly. God gave us His son. Whoever believes in him will have eternal life.

You invest the faith. God takes care of the rest. And you, my friend, are the beneficiary. It’s God’s “whole life plan.” Don’t ya love it?

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Let’s Talk with Mark Elfstrand can be heard weekdays from 4-6 PM Central. To listen outside the Chicago area, tune to www.1160hope.com for live streaming or podcasts, or download the AM1160 app. 

Seasons of a Job (Encore)

*I’m traveling today. So I’m sharing a previous blog that you might find helpful. Most of my AM1160 friends have not seen this.

As best as I can summarize, I’ve had about 20 different jobs in my lifetime. While some of them are similar kinds of work, every work environment has a uniqueness. But there is also a consistency in adapting and growing on the job, and we might call this the “seasons of a job.” 

As I’ve welcomed people into new positions, for which I’ve been in a supervisorial or management role, I try to encourage new hires to see these seasons and accept them. It also helps management lower expectations a bit as an employee fits into their new job.

I think there are four of these seasons: Familiarity. Efficiency. Mastery. Creativity.

• Familiarity While there is no particular length of time that must be associated with these seasons of work, familiarity usually takes about a year in most jobs. It is when all the basic details of the work environment must be learned, paperwork completed, nuances appreciated, and relationships developed and interpreted. Many companies have particular issues that arise during specific times of the year and one can only absorb the dynamics of these issues after a full cycle of twelve months.

• Efficiency During that first season, there will be a “growing into the job.”  As this occurs, a person gains the experience needed to become efficient and proficient on the job. Decisions come quicker. Performance moves up. The needed relationships are cultivated and expertise enhanced. An employee who reaches this stage quickly and maintains a good work ethic is valuable.

• Mastery Longer term players in the workplace become the best contributors. They know and understand the culture. They clearly have established themselves as productive. Usually, a loyalty and commitment to the cause and the firm exist. Assuming productivity remains high, these workers are among the most trusted associates of an organization.

• Creativity An exceptional “value added” contribution by an employee is to have ideas for improvement, or visionary thoughts on expanded business opportunities. These are easily the coveted “keepers” because they energize the group and foster growth. Often, they are the hardest to keep because of their entrepreneurial nature. But they are worth their salt and investment.

Entry level jobs generally do not go beyond familiarity and efficiency. That’s okay. People should grow and then move on, unless there is due cause to grow within the company.

These seasons are not perfectly linear over time. A person can show early signs of creativity from the start. Allowing for the maturation of an employee, along with good coaching, will contribute to a very strong workplace and will reward those who stay on.

Life has its seasons as well. Especially our spiritual lives. The gifted pastor and Bible teacher Chuck Swindoll gave us a wonderful resource in one of his early writings. His devotional book, Growing Strong in the Seasons of Life, has 144 offerings to navigate these seasons.

Spring is a time of renewal and certainly a season our soul finds beautiful. Summer can be a season of warmth and rest. Fall is a season of change and perhaps reflection. And winter can be a time of discouragement with those cold winds chilling the soul.

Learning and adapting to the seasons can provide a great deal of maturity as well. The end result is a healthy soul and a great sense of God’s working. Swindoll’s book is a good read … for those in need.

Maybe there’s a rhyme and reason to every season. Eh?

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Let’s Talk with Mark Elfstrand can be heard weekdays from 4-6 PM Central. To listen outside the Chicago area, tune to www.1160hope.com for live streaming or podcasts, or download the AM1160 app. 

Socialists Unite! - Elsewhere, Please

My weekly blog is an effort at offering ideas and stories on how to engage with work in a meaningful way. To that end, I write with different audiences in mind. There are leadership and management concepts to be explored. Stories of how entrepreneurs function and give us new opportunities to grow. And, of course, that group where the majority of Americans fall — the “average worker.”

These vast sums of working Americans drive the economy. Every task needed within an organization is mostly dependent upon the employees. The wages paid also generate billions of tax dollars in revenue each year. Any job that is not a “management” job has importance in the stability of our country and growth of our economic system.

Unfortunately, we have seen a significant mindset shift in our nation over several decades. Slowly, we have been creeping toward the ideas generated by voices preaching various forms of socialism. Much of the most dramatic attention in this new direction has been highlighted by the campaign of Bernie Sanders.

It should be noted that not all socialists consider the Vermont Senator one of their own. Some have argued he is really a SINO — Socialist In Name Only. He’s fond of the Scandinavian countries policies of Norway and Finland. It’s said of Bernie Sanders that he has a socialism more to the likes of European social Democrats, often praising their universal health care systems, education, and family leave policies and progressive tax systems.

You can find more deeply dedicated Socialists in groups like the Socialist Workers Party. They have their own weekly newspaper called The Militant. According to The Militant, the paper is “published in the interests of working people.”

A recent article in The Daily Beast highlights a few of the significant differences between Mr. Sanders and the Socialist Workers Party (SWP). One of the SWP’s members told the Beast reporter that his group wants to implement a completely different system and replace capitalism with socialism. They would create a new “workers party.” Sanders prefers to work within the current two party system. (http://www.thedailybeast.com/articles/2015/10/13/real-socialists-think-bernie-s-a-sellout.html)

Another group, the Democratic Socialists of America, has found some strong alignment with Sanders. Their deputy director, David Duhalde, likes Sanders’ ideas on universal health care, free college tuition and public universities, and controlling income inequality. Again, it’s all supposedly for the workers.

I’m not sure whether the socialist talk and advocacy is hitting many corporate boardrooms, but it certainly caught the agenda of one major corporate CEO—Jeffrey Immelt. After reading an interview conducted by the New York Daily News Editorial Board with Bernie Sanders, he opined significant disagreement. Who can blame him? https://www.washingtonpost.com/opinions/ge-ceo-bernie-sanders-says-were-destroying-the-moral-fabric-of-america-hes-wrong/2016/04/06/8499bc8c-fc23-11e5-80e4-c381214de1a3_story.html

These were Sanders’ words: “General Electric, good example. General Electric was created in this country by American workers and American consumers. What we have seen over the many years is shutting down of many major plants in this country. Sending jobs to low-wage countries. And General Electric, doing a very good job avoiding the taxes. In fact, in a given year, they pay nothing in taxes. That’s greed. That is greed and that’s selfishness. That is lack of respect for the people of this country.” (http://www.nydailynews.com/opinion/transcript-bernie-sanders-meets-news-editorial-board-article-1.2588306)

To which Immelt replied, “GE has been in business for 124 years, and we’ve never been a big hit with socialists. We create wealth and jobs, instead of just calling for them in speeches. We take risks, invest, innovate, and produce in ways that today sustain 125,000 U.S. jobs…Sanders has stated many times that GE pays no taxes. Repeating a lie over and over does not make it true. We pay billions in taxes, including federal, state, and local taxes. The U.S. tax system has not been updated in 30 years and isn’t designed for today’s economy, which is why we support comprehensive tax reform—even if it raises our tax rate.”

Jeffrey Immelt is upset because Sanders perpetuates a lie about taxes. The candidate also appears to greatly undervalue the contribution major companies like GE offer our economy. And there’s always the angry voices yelling about corporate greed.

One of the strongest accusations by Bernie Sanders is that GE is among the companies “destroying the moral fabric of America.” As an example, Sanders states that if a corporation expands operations and creates jobs overseas in order to make more money, that corporate greed is a moral failure. Apparently, he likes the current Pope’s thinking on economic matters.

I’m an American worker. But I have no interest in being a socialist. Campaign if you will for reforms toward a more honest, God-fearing form of capitalism, but don’t try to fool me with socialist or communist nonsense. If you like that system, you can find several places to live and test it out for yourself.

The key to a better society economically does require a healthy moral approach. The Bible sets the standards for such a society. It thrives on generosity, a system that has a way to forgive burdensome debt, and lending practices that are fair. Scales that are just. Honesty in all matters. Concern for the poor. Warnings to the rich. Look for it. It’s all there. And more.

Bernie may not be much for organized religion, but he could benefit by a campaign theme like this one: “The Lord God has told us what is right and what he demands: ‘See that justice is done, let mercy be your first concern, and humbly obey your God.’” (Micah 6:8, CEV)

I know. It’s too long and needs a more catchy slogan. Oh well!

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Let’s Talk with Mark Elfstrand can be heard weekdays from 4-6 PM Central. To listen outside the Chicago area, tune to www.1160hope.com for live streaming or podcasts, or download the AM1160 app. 

Dreamy Jobs #2

Last week my blog post had results of a survey taken among high school and college students internationally. They ranked which companies they thought would provide the best “dream jobs.” For purposes of sharing another survey, I’ll only repeat the survey results of these millennial students in these areas: Treats Employees Fairly (72.3%), Flexible work hours/schedule (69.6 %), Gain skills to advance career (89.7%), and Work/life balance (68.1%).

Two things I left to attend to this week. The first is another survey, this one among working parents regarding their “dream job.” Secondly, I promised to give perspective on how to be content in any kind of work, assuming it is not illegal, immoral, or unethical.

This second survey was compiled by FlexJobs, an online resource that directs people to jobs offering flextime and freelance opportunities. A summary of results and an interview with the CEO of FlexJobs was published in PCMag.com in March 2016. http://www.pcmag.com/article/342880/survey-says-telecommuting-is-the-new-dream-job

These working parents believe that a more flexible job would gain them this:

• 99% of respondents say a flexible job would make them a happier person.
• 93% claim they would become a more involved parent.
• 89% believe this flexibility would make them a better spouse or “partner.” 

The biggie on what is meant by “flexibility” turns out to be telecommuting. The biggest reasons for this? Taking care of kids. Then work/life balance.

Sara Sutton Fell, both founder and CEO of FlexJobs, had easily identifiable “threads” for these people who would like to “have it all.” In their dream world, they desire a successful career, a healthy relationship, and thriving children. Well, who doesn’t?

Sara sees working mothers as the ones feeling the most pressure. This particularly applies to the women (or men) who are “actively involved in their household and child-related duties.” Again, this seems obvious.

If employers were to give these working parents what they want, here is Sara’s assessment: “Their top three responses to make their job situations better would be the ability to work from home, to have a flexible schedule, and to have a part-time schedule. The majority, 56 percent, would prefer to work between 30 and 40 hours, and 77 percent would like to work from home full time.”

Ms. Fell is a realist enough to recognize that conventional structures in the workplace have limits. And to this end, she tells people they need to look at their priorities and adjust. She does see, however, more companies offering more telecommuting options. All kinds of stressors are reduced when this option is available. Other articles can easily point out the pros and cons of this trend.

My focus is a bit different on a “dream job.” I prefer to offer steps to a mindset that delivers more job satisfaction regardless of your work. Much of it is centered around thankfulness. Develop these into your thinking, and watch the difference:

1. Be thankful you have the freedom to choose the work you do.
2. Be thankful you’re employed! (if you have a job)
3. Be thankful for the talents and abilities God gave you.
4. Count your blessings in the job you now have.
5. Consider how your part in the larger mission of your organization makes a valuable contribution to the lives of others.
6. Demonstrate your thankfulness consistently in your a) attitude b) appreciation and c) your service.
7. Perform as an employee the way you would want an employee to work for you.

A few notes on the list above. Preparing your “heart” and your “mind” for the daily work to which you’ve agreed to do, will help your day (and your success) immeasurably. It’s truly a blessing to have choice in jobs! Ask any unemployed person and they will tell you it is a great blessing to be about meaningful work! And you are only able to do what you do because God gave you the means by which you have become skilled.

As for counting the blessings of your current job, I did this for the first time years ago. I was struggling with some aspects of a job that bugged me. And it was having a negative impact on my job satisfaction. Creating a list of all the benefits that came with my job reshaped my perspective. Others have been thankful I shared this idea with them.

As an added suggestion, print a copy of these seven mindset statements and post in a place where you can read the list daily—for thirty days. More if you need a real adjustment. Or have recurring struggles in this area.

Seeing how your work adds to the vitality of your organization, demonstrating thankfulness to your employer and others, and working in a manner you would want employers to perform will help you find that your job may be more “dreamy” than you thought.

Learning how to change our mindset is difficult. But crucial. Wrong thoughts most often turn our hearts in a bad direction. In Proverbs we read, “Guard your heart above all else, for it determines the course of your life.” (Proverbs 4:23, NLT)

And, come on. Did you really believe there is such a thing as a “perfect job”? In your dreams!

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Let’s Talk with Mark Elfstrand can be heard weekdays from 4-6 PM Central. To listen outside the Chicago area, tune to www.1160hope.com for live streaming or podcasts, or download the AM1160 app. 

Dreamy Jobs

Two new surveys surfaced recently on what a “dream job” would look like. One of these surveys was taken among the National Society of High School Seniors (NSHSS). This is an international society recognizing “academic excellence of high school and college scholars globally.” That is worth noting in evaluating their selection and perception of best places for future employment. I’m posting a link for the full results. https://www.nshss.org/media/56551/2015-NSHSS-Millennial-Career-Survey.pdf

More than 18,000 students participated in the survey. There were 34 questions given to a group ranging in age from 15-29. Hanover Research developed the survey and analyzed the results.

The New York Times presented a brief overview on the thinking of these millennials. Some of the results you might expect. Three of the top ten jobs were tech companies—Google, Apple, and Microsoft. Four were healthcare connected—St. Jude Children’s Hospital, “local hospital,” Healthcare Service Corp., and Children’s Healthcare of Atlanta.

Then it gets quite intesting. Two of the top ten “dream jobs” would be with the FBI and the CIA. The number two preference…was the Walt Disney Company. Dreamworks animation wasn’t far behind.

A little farther down were firms including Amazon, Sony, the New York Times, and Starbucks. The first American military branch to show up was the US Air Force at #21. Go Air Force!

Surprisingly, to me, another flying organization was at #76—in the middle of the pack: Southwest Airlines. I’ve always heard great things about them as a company. Way toward the bottom we find Express Scripts, Scottrade, and Grainger. Pity those recruiters! The list used to help the students make choices combined a couple of published rankings already in place, such as Fortune’s “100 Best Companies to Work For.”

Categories for ranking future employers include Employer Perception and Image, Salary and Perks, Job-Specific Opportunities, and Work Atmosphere and Environment. Top rated in each of those categories was: Treats Employees Fairly (72.3%), Flexible work hours/schedule (69.6 %), Gain skills to advance career (89.7%), and Work/life balance (68.1).

As a summary statement, Todd Corley, the Board Chair of the NSHSS Foundation said, “Employers that focus on transparency and treating employees fairly will separate themselves from the rest of the field in attracting millennials.”

The New York Times summarized the conclusions a bit differently, saying “millennials want to work for companies that place a premium on employee welfare, offer flexible scheduling and, above all, bestow a sense of purpose.” The commentary offered on these priorities of millennials is that it causes many to consider millennials “lazy, entitled job-hoppers.” http://www.nytimes.com/2016/02/28/magazine/the-new-dream-jobs.html?_r=0

That being said, it’s still worth paying attention to these preferences. The millennial generation already “makes up more than a third of the work force. By 2020, it will make up half.”

The Times writer believes that the criteria of today’s millennials for job selection has been influenced by the culture in which they grew up. Factoring into this would be a recession, enormous student debt, and the declining credibility of many institutions. But this one observation is a big one: “Stability is an abstract concept to these young workers, so they instead tend to focus on creating a rich, textured life now, rather than planning for a future obscured by uncertainty.”

The life of King Solomon came to understand this disturbing but realistic truth. Too much work and lack of purpose can lead to a meaningless existence. And millennials increasingly want meaning to what they do.

Here’s what Solomon wrote in the introduction to Ecclesiastes in the Bible:

“What do people get for all their hard work under the sun? Generations come and generations go, but the earth never changes. The sun rises and the sun sets, then hurries around to rise again. The wind blows south, and then turns north. Around and around it goes, blowing in circles. Rivers run into the sea, but the sea is never full. Then the water returns again to the rivers and flows out again to the sea.

Everything is wearisome beyond description. No matter how much we see, we are never satisfied. No matter how much we hear, we are not content.

History merely repeats itself. It has all been done before. Nothing under the sun is truly new. Sometimes people say, ‘Here is something new!’ But actually it is old; nothing is ever truly new. We don’t remember what happened in the past, and in future generations, no one will remember what we are doing now.” Ecclesiastes 1:3-11 (TLB)

Sounds pretty depressing, doesn’t it? Survival of the spiritually fittest seeks encouragement. And I intend to give it. But not now.

Next week, I’ll share the second of the two surveys on what a dream job looks like for some. And I’ll have specific ways to help you find more pleasure in your work—no matter what you do.

In the meantime, here’s some wisdom from Malcolm Forbes: “When you cease to dream, you cease to live.”

Sweet dreams. And no snoring.

That’s The Way WE Work. Click on the link to the right to connect via Facebook.

Let’s Talk with Mark Elfstrand can be heard weekdays from 4-6 PM Central. To listen outside the Chicago area, tune to www.1160hope.com for live streaming or podcasts, or download the AM1160 app. 

Hot Potatoes at Work

Let’s face it. There may have never been a presidential pre-season like the one we’re witnessing. And for many, the hope is that we won’t see one like this again. Even the not-so-political crowd can’t help but discuss the behavioral twists of the voices vying to be next in the White House.

It goes beyond mud slinging—a trademark of every election season. This year we’ve added insulting spouses to the picture. And in the case of one of the candidates, the spouse has enough of his sordid past to keep the gossip coming. It’s ugly. Tell me when November is over, okay?

Here’s the hot potato question: Is it okay to discuss political topics in the workplace? Is it almost too irresistible to pass on if one of your colleagues brings up a late night TV bit or a news channel interview?

I was a bit surprised to see that former GE CEO Jack Welch encouraged these discussions on the job. He admits to being a “political animal” himself. He also knows the vital importance that elections hold in shaping our future. He listed four guideposts to having these conversations in a recent Linked In commentary. https://www.linkedin.com/pulse/go-ahead-talk-politics-work-jack-welch

In short form, here are the boundaries he would set:
1)If you claim to accept diversity, “put your money where your mouth is. Embrace their differences, or accept that you’re a hypocrite.”
2) Share your political views in the context of a conversation. No just spouting off. Get input from your coworkers as to what they believe and why. “Engage in debate.”
3) Politics gets people emotional. “We stop asking questions and start making pronouncements.” It’s okay to disagree but if the head rises, “back off and turn on the collegial AC.”

And finally,
4) Work still comes first. Political junkies can sap time up quickly. Learn to dial it back. “You’re at work to get results for your customers and your organization.”

So does that settle the matter? Not at all! For a different perspective—typical of our disagreement of matters of political consequence—I refer you to a forbes.com article from four years ago. This one is titled, “Talking Politics at Work Can Get You Fired.” Well, that would slow down the conversation!

Our story opens with an unfortunate comment by a politician about about “how women subject to ‘legitimate rape’ were unlikely to get pregnant.” Can you feel the sparks flying already? This became an office conversation that turned into office confrontation—including fisticuffs!

Was this “disagreement” sufficient to get the two workers fired? The employer called a labor attorney and was actually urged to let the employees go! Along with a possible sex discrimination issue raised as a concern, “the employer had a written policy that explicitly discouraged discussions of flammable political topics like abortion.” Both employees were promptly terminated.

Here’s a bit of weirdness related to the First Amendment “freedom of speech” of politics. The labor attorney states that the First Amendment offers broad protections in this area. However, exceptions allow private employers to “bar political discussions in the workplace.”

The Society for Human Resources in Alexandria, Virginia, determined that during the 2012 presidential election, about 25 per cent of employers had a written policy on political activities. Some included restrictions on political conversations in their workspace. Another 20 per cent had unwritten policies.

Public sector employment has different rules. And broader freedoms in this area. Go figure as to why.
It was also presented that employees who put politically charged messages in emails or on social media during the workday can be sanctioned. And get this. The political message does not need to be written or verbal. It could come in wearing articles of clothing or in the case of one worker, a Tea Party bracelet that she claims caused her to lose her job.

I talk about “politics” all the time at my job. Of course, that’s a given since I host a talk show. But there is even disagreement on whether political discussions have a place on Christian radio.

Of course they do. And here’s why. The basic definition of politics is “the activities associated with the governance of a country or other area.” Governance is about rules, policies, and regulations. Often, these policies define how our freedoms have limits. In other words, moral constraint.

But WHOSE morals guide us? I consider my assignment is to share biblical truth on issues. As a mentor of mine has taught me, all conflict occurs because of matters of the heart. Or said another way, “of the spirit” of man. Thus, they become…spiritual.

In the midst of this challenge to navigate conversations, it is important to remember the apostle Paul’s words to Christ followers: “Don’t quarrel with anyone. Be at peace with everyone, just as much as possible.” (Romans 12:18, TLB)

So avoid political hot potatoes as much as possible. And especially if your boss says so.

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Let’s Talk with Mark Elfstrand can be heard weekdays from 4-6 PM Central. To listen outside the Chicago area, tune to www.1160hope.com for live streaming or podcasts, or download the AM1160 app.