Become an agent of change At Work - Key actions appear
1 Make sure that at least as "years of experience" many to be the "number of years you have been with your company or your work." Remember that after 20 years in a place not really, it was purchased 20 years of experience - unless you actively seek out, analyze and, finally, learn from your experiences for all this time. Articles in a. and b. below, I have developed.
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a.Constantly striving to do better how to do what you discover. Never passive or you think you have done everything to do!
b. Oh, and incidentally, do not wait for "other" is to start the changes. Sometimes these "above" (or "other") do not have the kind of vision that in a particular subject area. If you say no, and "show" what you think should be done, and you are denying the possibility of significant progress orImprovement.
2 Develop and implement concrete plans diligently to make your learning and performance different every year - and improving - last year. You can never have a repeat of last year.
In other words, be sure to refer to constantly improve your knowledge, skills and general skills, how to do your job. Then use your improved skills to make new arrangements and / or better to do what they grow. Proceed with caution, andIt will start then, the recognition and career progression on a consistent basis (assuming of course that is, your employer is thinking, such as those described in the offer!) To reach.
"All successful entrepreneurs are people stalking, the unusual, people think they are people to attract the attention of more than expected of them." - Charles M. Schwab
3 Rock the boat - if you must! Sometimes you can (must), upset some people, a wounded ego or even step on a fewsome toes successfully influence a positive change.
If you learn to implement the changes over time, the damage must be repaired. Good book by Dale Carnegie "How to Win Friends and Influence People" offers timeless wisdom (you can not get in an expensive course management interpersonal effectiveness), how to do this.
I was on Sports Radio 88.9 FM Bril heard some time ago and a lady presenter accredited the following quote from Bill Gates:
"I do not knowthe key to success. But I know that the key to try and fail to find "it - Bill Gates
Then there is Robert Schuller says:
"If you want to be a thinker, trailblazer, you can expect problems with those who are trapped by tradition" - Robert Schuller
As a green-horns between 1996-1997 Guinness brewery, my interest in computers initially attracted much criticism from some of my peers and senior colleagues. Some have told me punctually my efforts tospreadsheets for automated manual reporting systems used will not be able to work to replace.
They also slightly reduced error that I have done the work to spend time working on the computer (so something was still not widespread), which has prevented them from my point of view, to master the essential requirements of successful practice with the function beer.
At that time, I was naturally able to demonstrate through any shadow of doubt that their assumptions were wrong.I have adapted not only a competent beer / shift supervisor (the one that repeated assignments in other departments to cover the unexpected vacancy, while the replacements have been sought) mature, but I went on my computer skills to use, more than five applications development spreadsheet.
These applications were formally in place of manual reporting systems at that time I worked in several departments have used. In the rest of this article, I tell some of my experiences, a changeGuinness Nigeria Plc agent - in the hope that you pick up a worthwhile goal to learn how to achieve similar - if not better - results in the workplace.
"Some people join the crowd to be" hidden "or" protected "from criticism or control, since they also take care not to vote against (and sometimes ALL) opinion, they are rewarded with the anonymity that seek -. And the irrelevance, which is a result "-. Tayo Solagbade
Start of change as a turning pointBrewer / Manager (My story)
I joined Guinness Nigeria as a graduate trainee in October 1994 and voluntarily resigned my appointment as Technical Training and Development in December 2001 - after two months notice is voluntary. Click on the link below to read a newsgroup Singapore notice some changes in management in the Guinness Book in 2000, including me. http://groups.yahoo.com/group/Naija-news/message/1290. (See entries under the heading "Restructuring, dates,Promotions down Guinness' on this page)
On numerous occasions, while I worked in this company, I decided to say and the courage to be different, because the expression of my ideas and challenging existing ways of doing things. (How to become an entrepreneur, I am "guilty" to act as Read my article titled How to be a jack of many trades -. And why do they think Make You often too successful as a game, to learn the change? Role of paid foreign agentWork).
Between 1997 and 2000, I have automated - in my spare time - the entire fermentation process, data collection, analysis and reporting through the development of spreadsheets for customized automatic delivery with my self-taught programming skills of Lotus macro sheet calculation.
Among other things, I learned about the Lotus macro programming, working closely with a young immigrant Training Coordinator - Richard Chambers - (he was very good at it) in my time as an apprentice in a management1994/95. So you see, it cost me money and only some time / effort to acquire the ability to open many doors of opportunity later was for me!
I also had some ideas on how to use tools to measure the performance of the brewing process to improve. And I felt so confident about it that I could not stop the attention of my superiors. Here are some examples.
A flood of proposals
In January 1998 I wrote the first of a series of three publicationsto generate considerable debate in my department, my boss. I have criticized, then evaluate what our current method for calculating the rotation time brewery Round (BHTRT) to our brewery performance parameter are used, and suggests a change in the formula.
My colleagues, some of which were beer for many years before I joined the company - tested the modified formula, and finally recommended the adoption.
Two months later, the second documentReliability of self BHTRT parameters as a measure of performance. My argument was that his BHTRT calculation on other essential aspects of our performance at times Brewing and underestimation of performance, even if we were not able to capture well done. As might be expected, not all willingly accept this argument. However, stimulated lively discussion and a lot of rethinking.
In June 1998, defeated the third document (the Council) for the hypothesis that aFormula to calculate a performance measure new brewery, which I called "beer% efficiency" of existing indicators such as the supplement BHTRT. This formula has components into account all relevant variables in the brewing process has taken so - what I call - a more reliable picture of the overall performance of the brewhouse.
Not only that my boss - Greg Udeh - to buy into the idea that he has actively participated in extensive discussions about how I won, and then sentBrewery Operations Manager (OM) - Alistair Reid. A few weeks later, after the approval of the OM, I have reduced copy of the original proposal, which my boss then distributed to the managers of the technical role within the company.
The answer was ready. For 6 months straight, then the formula to the monthly meetings of the Technical Review, a leading technical function has been discussed. In addition to the development, production brewery in Lagosalso the formula "controlled" for use. I still remember vividly the many calls and e-mail (hard copies of which are still in my files) I have with Chizzy Uduanochie, which was then replaced brewery based in Lagos and tried to explain how we adapted the formula for ' use in their brewing process field.
Best of all, I formal recognition for my efforts when Brian Carson (then) - Head of the technique - I was praised during a meeting of the management of the breweryparticipated. Another senior manager - Raymond Ugboh - said not long after the work in developing countries, the formula had had some sort of argument! (Is there a better way to find out how much of a positive impression you made in people's minds!)
No wonder then, that I've received repeated exposure to significant advancement opportunities (especially do it because I never stopped what I was known for - innovative, creative,dedicated, reliable, team player, etc.).
Careers: Acting as a training manager twice in the same year
On several occasions in 1998 (when I did a lot of my suggestions) would use different ways on my way.
His first job: In March 1998 I was appointed to relieve the formation of technical merit and Development Manager (TTDM) - Austin Isikhuemen - while the annual leave (position TTDM could manage a step above the average level managementI belonged, as a brewer).
The task involved the supervision of a team of three managers (training instructors), five engineering apprentices and a secretary, while reporting to the brewery Technical Director. Only 3 years earlier by the coach asked me as a 24-year-old apprentices. I realized this and made sure that they see that I have always liked and respected their experiences. However, if necessary, I did not hesitate to assert myself, especially when the ability to set goals orDeadlines have not held up well.
I had also planned to provide training courses were run on schedule for all employees. In some cases, the connection with the formation of external consultants. Effective access to the size and department heads to the brewery or from other breweries, and regular evaluation of training - in particular the execution of external moderators have been decisive role I had to play.
As usual, I was looking for ways to make my workeasier. For example, I made a spreadsheet macro program on the intranet of the brewery, the printing of blank forms enabled Internal Audit Record Technician. This reduces the delay before the intention of the auditors at all times has been found provided the copies in black.
Repeat posting: August 1998 I received the official notification of my appointment by the technical director of the brewery, Chris Biss to act, again, as TTDM.
This time it was for an even longer period of more than 3Months!
The TTDM charge - had begun a tour of three months of training abroad, before that time, and the technical manager was also planned to go away for more than a month on his annual leave at the time I had to act - Austin !
I must add that before then a question in his head since the end of my secondment / acting job he had was if my result was the satisfaction of the Technical Director has been, and management of the breweryGeneral. This appeal to the next position and the circumstances in which I asked, could take on tasks - which is far from "hold hands" used to "help me" was the way (suggestive of "Trial By Fire" is sometimes deliberately to "test" is used to manage the zeal of individual employees) - gave me the answer I needed.
In this second run I went on, to formally propose the input data records for individual employees training existing human resources in the package database (HP2000) then used exclusively by the HR department. Following discussions with the brewery IT department and the HR manager, the proposal was accepted and implemented.
The brewery was to come after Lagos, the same solution after a technical review meeting (TRM - high-level meeting of cribs Brewery by the company in Lagos visited) was adopted, in which I announced that the record of more than 350 (of 430) in Benin of workers in the brewery had already enteredDatabase. This made it possible to produce reports on each employee with the details of the professional curriculum, courses, etc. participated in performance for use in decision-making by the department head.
Important note: You might want to take note of the point made here. I mentioned - twice in the same year - a high position, while holding less than 4 years in the company. This trend further to the right in recent years I spent in the company, as I continue to use mySelf-taught ability to provide added value every time when I was at work.
Other examples of time I spent in the Guinness Book
I make these additions do not blow my horn or make myself look good, but the reader a variety of scenarios that explore ways to influence positive changes can be found and used in the workplace. Incidentally, most of the time, if you're careful, you are simply too obvious to you. The only thing that then the action would be taken.
Examplesdescribed here provide further evidence that I have to do to actively challenge existing ways of thinking and things easier and better methods than the discovery. They also show a trend, I had an uncanny instinct to think of myself on the line, that my superiors were probably made to develop an interest later proposed. I firmly believe all of these instincts may adopt a similar mentality to develop as described later in this article.
1 The introduction of aInstrument of process control: In June 1997, approximately four (4) * months after the return from the temporary creation of the Department order, I proposed and implemented the use of CUSUM (cumulative sum deviation) charts of some important parameters of production trends Beer Monitor for complete graphs conventional Schewart then used in the beer department. * (I was officially a brewer, but had received training in the work packaging department, which in my regular duties inDepartment).
I arrived at the CUSUM approach while studying a document on energy consumption and monitoring. It shows among other things, offers the advantage of assessing where changes in a process of accidental failure, making it easily takes place, the impact of change on purpose or accidentally in the brewing process.
To put it simply updated the graphics, I created a table for the purpose and its continued use. CUSUM werethen used to monitor and view the steady progress in controlling the beer foam retention and share-wort boil discount on rates. Read my article titled Simple Performance Measurement / Control Techniques to learn more about the CUSUM approach.
In November 1997 I wrote and presented a paper entitled "Statistical Process Control (SPC) and the objectives", based on the work I'd done in the Guinness Book, the 1997 edition of the Nigerian Institute of Management (NIM) young managersCompetition.
I was runner up in the zonal final of the competition and placed fifth in the overall standings in Ibadan (8 finalists) in the finals after the National, held in Lagos - in December of 1997 - mainly because of a failed presentation caused by my inexperience. It can be very useful to learn from this experience, I am in my article entitled, The National Finals flop Badly! (A True Story About How NOT to prepare / an important presentation).
Coincidence? In July1998 (approximately 6 months after I stopped my work on Statistical Process Control in the competition NIM), Nigeria has sent managers and Guinness beer bottling plant - including myself - to a course of continuous process improvement at the Business School Lagos to visit. To handle the possible application of SPC to ensure consistency played an important role in the course.
2 Proposal of a new measure of process performance: At the beginning of this article, I described the events that led to my proposalJuly 1998, a new measure called the percentage of efficiency brewery. In my spare time - - with more than 2 years worth of beer dates I had the formula for calculating these parameters by running complex spreadsheet-based data analysis (based on an adaptation of the formula packaging line efficiency) to a period of 2 months. The proposal was at the highest levels of the technical functions of the company.
Coincidence? In March 1999, a complete list of performanceMeasures (some new) for a comparative assessment of the Guinness brewery in Africa Group were used to spread by the London office. One of them - though not on my formula - A new parameter called the efficiency of the brewery.
3 Development of Best Practice Operations (BOP) assessment formats: between February and March 1999, I facilitated the implementation of the BOP for the EU budget cycle of filtering operations in the department of beer. The evaluationI format developed specifically for this exercise (based on the skills specified as a requirement of the Works Operator Instructions) I then post-training instructors to operate the BOP request - Ben Ogansuyi - and formally adopted for use.
The mindset has helped me as an agent of change Succeed
To help, I get that other factors, enabled the recognition and career development, offer details about the type of thinking thatbusy with my work.
I had to acquire an interest in continuing steadfast development of new knowledge, skills and experience that would be incurred even if substantial personal expenses. For example, I remember almost all my money for the holidays to spend on materials, and in preparation for the Nigerian Institute of Management (NIM) Young Managers competition, I argued in 1997. The same happens when I learn to read wanted to speak and write in French 2 yearslater.
The adoption of such a mentality is going to increase your chances of success on the job significantly.
This positive attitude and work ethic he has just to get noticed, as I was often brought to the fore new ideas / ways of doing things thrust - often to do with my ability to lead people to think and things for the influence of buy-in others, many cases where I was able to identify the gaps existing settings, and successfullyacceptable modifications, are within a short period of participation in a new area of work or other examples suggest.
The following story describes a case in point.
Staying relevant to the needs of society as Agent Change
Once the company is switching from Lotus SmartSuite to MS Office platform in the role of 'fiscal year 2000, I made time to self-taught skills in using Microsoft corresponds Lotus 1-2-3-like MS Excel Visual Basic macros. developI did this from a well-trained habit of doing what was necessary for me to meet the needs of society.
This pro-active get paid at the end of 2001, a few months before I left the company when I successfully completed a Visual Basic for applications Excel custom automated database of training records for Benin brewery (which would later be sent at the request of TTDM Lagos Brewery) - in order to meet the requirements of the impending ISO 9002 certificationThe tests to date of the request is related to the IT department.
It may interest you to know that I now offer customized services automation spreadsheet (see http://www.cbsolutions.v27.net) to paying customers - so my efforts on developing solutions spreadsheet in my workplace were not at all: -). You can work the same experience - as one day retire.
Summary
You have to constantly self-critical andEnvironment where you feel at any point in time. Always ask questions if things turn out differently, or you notice anything unusual. Often alone in such a state of mental alertness, you can get from your experiences are valuable - and are sometimes faced with innovative solutions to the problems caused by you and others to work with you!
Even when learning from experience, you must be patient, because sometimes the experiencecan also be slow and painful. You need your thoughts on the ultimate goal of the remedy with the experience (s) design, and strength from the knowledge that you are much better than if you do not experience (s).
Finally, I ask you: What are the conditions or circumstances, accept to live and work every day? There are some who do not feel, but you can not do anything about it? If so, you must start your attitude and the way they think of these factors, in turnto your advantage. If you have enough to think that, you will find a way. So, not to rationalize his personal circumstances - to analyze!
Opportunities to achieve recognition and promotion to attract an agent of change