THE HONEY COMB SYNDROME

Recently I shared a moment with a friend of mine who happens to be one of the best civil engineers in the making. We shared grievances about a particular building under construction that had something he called a Honey Comb (Must be one of those engineering terms).

Filled with anguish, he grumbled at the little proportion of material the cite engineer had used in comparison to what was actually needed to set up the building’s foundation and by virtue of my limited knowledge in this field, I probably did not fully comprehend his distress.

A Honey Comb( Engineering Terms)

 I later on learnt that the only solution to a stray construction is demolition with purpose of renovation or worse still; collapse which obviously is not an option many would take  given the atrocities with which it comes. Truth infallible is there is no shortcut to solving the Honey Comb syndrome.

Going deeper, I learnt that this syndrome is rooted majorly in two factors; Time & Resources. It is a result of engineers working shadily to save either on the resources or to redeem time.

In a report made by Construction Review Online, around 60 lives were lost during collapse of buildings around Africa. The recently collapsed building along Sir Apollo Kaggwa road around Kampala city center cannot go unmentioned. Should we really put more lives at risk with dangerous buildings erected due to the Honey Comb syndrome?

An increased rate of buildings collapsing is as a result of the #HoneyCombSyndrome

Currently many managers cut down costs of staff development and training, bonding and team work because of high training costs or even claims of limited time. The bitter truth is that this only leads to failure. However the timing of the failure is highly relative.

Not until we get rid of this Honey Comb syndrome shall we hear no more of organizations failing and collapse of buildings.

Astute managers therefore ought to resolve to spend now and save much more in the future for it is wiser than saving now and spending then.

 Get rid of the Honey Comb syndrome. Take your staff through capacity training, bonding sessions, and many more.  The cost is worth it.

 Get rid of the Honey Comb syndrome.

COUNT ALL LOSS!

I have for long seen people very agitated about results in various aspects. Many a times the cause of their agitation is simply a perception of unequal harvest in comparison to sow.

The Bible says that if a man wants to build a house, they must count the cost!

“For which of you, intending to build a tower sitteth not down first and counteth the cost, whether he has sufficient to finish it?”  Luke 14:28(KJV)

 This is the reason we have architects in this world. Such is also the reason men set long and short term goal. It is the reason their exist something called B.O.Q’s. (Bills of Quantity)

Therefore if a man wants to excel at his job or even their managerial position, there is a cost that they need to incur and as the Bible says; what guarantees the success of their intention is actually foreknowledge and planning of what they need to incur.

Many a time men sacrifice and do not get as much as much result as the cost they incur. I once read that a result is simply the measure of the effort incurred. This means that it is impossible for one to work harder and reap any less.

Let’s look at the experience of a man who greatly experienced the grace of God and ended up writing a great portion of the New Testament; Paul. He says he counted all but loss for the excellence of the knowledge of Jesus Christ.

“…I count all things but loss for the excellence of the knowledge of Christ Jesus my lord…”
Philippians 3:8(KJV)

Paul did not look to gaining mere knowledge or even mediocre knowledge of Christ but rather the excellence and for that reason he had to count all loss. This means there are times we count loss but not loss of all.

An excellent loss is an ALL loss

Therefore if we are to experience an excellence in the work we do we need to count ALL loss. Not only few things for that ultimately leads to mediocrity and ordinary results.

It is expedient to acknowledge that that which should be reckoned loss is relative depending on that which we intend to achieve.

I choose to count all!

THE FRUIT OF MANAGEMENT #1- THE OVERVIEW

”A part of the plant that contains seed capable of generating a new plant” Sound familiar? Yes! That’s the Merriam Webster definition of a fruit. The mention of a fruit brings forth a refreshing and nourishing taste. A smothering one with a relaxing and hydrating effect.

 However, it is argued among some circles that not all fruits bring forth a similar experience. “Extraordinary Facts of Plants (EFP) rates lime and lemon as the world’s most sour fruits. Isn’t it amazing that some people enjoy the lime and lemon? I guess pleasant taste is surely relative.

When one takes on or is assigned a managerial/ leadership role, a seed is sown. The manager becomes a plant that must produce fruit to be pleasantly enjoyed by the people they lead for a plant cannot enjoy its own. In fact the plant keeps the fruit for as long as it can to the point of dropping if no one plucks it.

The Fruit Of Management #1
Photo Credit; Karama Ralph

All fruits have seeds within them which can consequently grow into other plants. That is the concept of replication; the ability to replicate only that which you are. No impatient plant can reproduce a patient fruit. The beauty actually is that from one fruit can come various plants since it has multiple seeds.

Managers today ought to produce fruit for those around them to enjoy but most importantly one with seed to plant and reproduce others of its kind. That’s the concept of multiplication under the “Fruit of Management” principle.

The life of the fruit is not a straight forward one from planting to harvest. But rather does come with a number of technicalities.

Every manager should therefore commit to the process of bringing forth this fruit of management.

…

THE RECYCLE

Our comfort zones have over time proven to be our greatest hindrances to realization of our full potential. Sadly many people think that comfort zones are only those in which we place ourselves consciously. Well no! We do enter some obliviously. The worst part is when we think only the worst of these comfort zones. I now realize that a number of good things accompany our comfort zones, weaknesses and challenges.

Seat down and meditate on how strong & knowledgeable we would be if we overcame our weaknesses. Or further ponder on how much more progress we would make if we jumped out of these comfort zones. Yes! Un-measurably strong. Imagine having both your weaknesses and strengths at your mastery.

So the beauty in a weakness and a comfort zone is that it simply gives us an insight on what we can perform at and do better.

Look at it this way; Jesus knew Judas Iscariot had trust and betrayal issues but still entrusted him with the disciples’ treasury. Why? I have a feeling he wanted to prove something. The Bible says “… For when I am weak, then I am strong” (2 Corinthians 12; 10 KJV) the implication simply is that your weakest point is actually your strongest. When you think you are at your weakest is when your strength is made perfect and manifested. Overtime I have learnt that the biggest weaknesses, fears and challenges that I had turned out to be some of the greatest strengths I brag about today simply because I made an outlet for the fear in my spirit and pursued ways in which a could better my stand as far as these phenomena were concerned.

Look through your work and search out for the challenges you have long faced, the weaknesses you have long kept and the comfort zones you have for long dwelt in. Only this time do not look at them as challenges but rather strengths that await you to take the first steps into obtaining them.

A mastery of this concept will get us to the realization that our feeble areas are not weaknesses but merely residue awaiting recycle into what could be our greatest strength.

Make your fear a strength
Photo Credit: Shutter stock

Recycle them today…

RECEIVING MINISTRATION

If we are to learn, we have to get rid of the fear for being wrong.

Everyone can teach us however we do not learn from everybody. I guess that explains why we do not remember everything we were taught in school. The smartest of men is the most prudent of them. One with the ability to humbly take on a mantle handed over to them and even run faster no matter the weight and size it comes with.

 Receiving the mantle is not the issue for we all have hands stretched out to receive. The problem however is how to. Many times the ministration of feedback is done with many underlying factors; anger, personality, experience, attitude and many more. I actually know what it means to take your time writing a research proposal or even preparing a presentation just to get the most negative of feedback without the slightest salt pinch expression of gratitude.

So how do we position our spirits to be teachable and learn from anyone regardless?  Simple; HONOR.

Honor is that spell cast on oneself to humble you into knowing that a person went before you regardless of how much more intelligent and richer you have become overtime. It is the place that acknowledges how important it is to be ministered to and illuminates one’s eyes to the sight of what a blessing it is to be given feedback and take on the ministration in temperance amidst all the attitudes, moods and other disposition that it normally comes with.

 Everyone can teach you but you do not learn from everyone one. Position your spirit to be a teachable one that can learn pretty much everything from anyone. Receive the mantle with honor and humility. 

MINISTERING APPROPRIATELY

Communication, they say, is the simplifier of all complexities. Do I agree?

With two-way communication dominating management, feedback is undeniably inevitable. We however often forget the power of our tongues to slay and create.

“Human beings are spirit beings” says Noeline Kirabo. Her implication is every communication is not only ministration to the body senses but to the spirit too. I believe feedback is an opportunity especially if negative and ministered with positive intent. Having greatly profited from it, here’s how to appropriately administer a good dosage;

The first I named the “sand witch”. The name is derived from the fact that negativity is sand witched between two positives (POS NEG POS). The sender initially appreciates the recipient and further goes on to affirm the good work they have done after the negative has been brought forth. So go ahead and serve the sand witch, beef or vegetable, it’s still a sand witch.

Beef or Vegetable! Its still a sand witch!

According to Dale Carnegie, criticism has never yielded intended result for it puts the other party on the defensive. Therefore fight temptation to criticize another but rather seek to understand why they did it that way. This then gives you a right to suggest an alternative without necessarily putting the other on the defensive or eliciting resentment.

Having applied these two, I testify of reaping their fruit and believe the same will accrue to whoever dare applies. We however needn’t negate the basic principles on which feedback rotates. A Smile or jolly face while ministering feedback always comes in handy to neutralize the negativity being delivered. Descriptiveness, timely delivery as well as spot on non- ambiguous responses also do wonders.

Don't forget to smile
Photo Credit; Kyusa

On the other hand, feedback is often rendered void of its power when delivered in private. It gives an assumption of indispensableness and special consideration to the recipient. Therefore, depending on the situation, feedback that ought to be delivered publically should not be taken into private.

Avoid Giving Feedback in private

The biggest barricade to perfect ministration to spirits is failure to appreciate. Could we adopt a culture of appreciation and thanksgiving not only in thought and mind but also in speech?  Let’s learn to say “thanks” from the depth of our hearts even for the smallest of things.

Yes I agree! Communication is the simplifier of all complexities. But only when conducted appropriately. Let’s therefore simplify complexities through mastery of ministering appropriate feedback to people’s spirits.

 Start to minister...

DISEASE VS SYMPTOM

“No one deserves to feel worthless” Rebecca Black.  This expression is limitless in context, work environments inclusive. So what exactly causes one to trample over another? Render them insignificant in self- judgment and make them feel much less of what they really are- Worthy! Let’s discuss work place bullying.

Whereas rationale for bullying is extremely wealthy in content, I capitalize on the root in which all the others stem. Self-esteem! Having been a bully, many of my actions drew inspiration from a desire for appraisal and fulfillment. The place of deficient intrinsic approval caused a hunger only satisfiable by an extrinsic. Absurd though are the means through which the extrinsic was sought but perhaps “the end justified the means.”

Similarly, a multitude of workers today score low on approval within consequently leading to its pursuit without. While stories of managers sabotaging progression of their subordinates up the corporate ladder are peculiar no more, the underlying truth remains intimidation by the brilliance of the latter therefore frustrating them as reinforcement to the former’s insecurities

Work place bullying is merely a symptom 

Work place bullying is therefore merely a symptom of a latent disease accumulating within a system continuously reducing its CD4 count rendering us much more prone. Low self-esteem ought to be handled by the horns through managerial involvement in understanding employees, positive appraisal, compliments and appreciation of their work amidst several other interventions geared towards eliciting increase in their self-evaluation.

However personal initiatives such as positive self-talk, awareness of self and many others are not to be ignored for no one can do as much for us as we can.

Since it’s wiser to treat the disease rather than the symptom, may the treatment begin!