Filed under: Human Resources, Landrum, Notes from Jim, Uncategorized | Tags: Human Resources
Vacation: A State of Mind, Not a Destination
by Jim Guttmann, SPHR
Over the summer, many of us have taken some vacation time. When starting a vacation, how many of us wonder what will be there for us at work when we return? And what if someone needs you while you’re gone? I believe we would all agree that vacations are meant to be a time to relax and recharge. For Americans, however, sometimes that is easier said than done. With the uncertain economy, ABC News reports that Americans are taking shorter vacation trips – mostly extended weekends – and leaving a large chunk of their paid vacation days unused.
Even when taking time off, many of us are “workaholics” who bring our work and work mentality with us when heading out on vacations. Joe Robinson, author of Work to Live: The Guide to Getting a Life says, “You have to unpack before you pack. Put together an unpacking list of the stuff that has no business going with you.” These include work worries, the boss, guilt over taking a vacation, colleagues, career progress, laptops, etc. Those things can wait until you get back.
We have to tell ourselves that our “job” when heading out on vacation is to meditate on emptying the mind of daily problems and issues so that other things can pour into it. We should tell ourselves that, for our own well being, we’re choosing to let go — to put worries away — and embrace a vacation state of mind.
As I found on a recent vacation trip to my brother’s beach house in Palm Coast, Florida, a vacation is best when lived in the moment. On my first night life was a playground, not a battlefield, as my 4 year old schnauzer unsuccessfully tried to chase down sand crabs scurrying on the beach. With the peaceful yet powerful hum of the Atlantic Ocean in our ears, our family explored the beautiful coastline where we encountered turtle nests and shark teeth. The night sky was huge, overwhelming and beautiful as we watched for falling stars. In the days of surf fishing that followed, we experienced oneness with other living things that inhabit this beautiful earth. Those sensations replaced “thought” as the breeze on my face, the sand on my feet and legs, the warmth of the sun and the drone of the sea were my constant companions. This “get away” feeling was intensified, perhaps, by the knowledge that I was far from home, instant messenger, Facebook, text messaging, email, video games, and TV.
Yes, I had found my vacation state of mind and, upon my return to work I was more relaxed and re-charged. I had done my “job” while away. Can you?
Jim Guttmann, SPHR
Filed under: Human Resources, Landrum, Mayberry | Tags: "human resources consulting", Human Resources, Mayberry
September 27, 2010
Mayberry Monday – 50 Years of Mayberry
By Holly McLeod, PHR
This Sunday, October 3, 2010, marks the 50th anniversary of The Andy Griffith Show (TAGS). What started as a quiet new show on CBS, ended up being one of the most-loved television shows of all time. TAGS ruled the Monday evening line-up for the duration of its eight seasons, and has continued to entertain us for 50 fun-filled years.
For those of you who may be unfamiliar with how popular TAGS was (and is), during its original run it received three Emmy nominations for Outstanding Comedy Series. It placed in the top 10 Nielsen ratings for all eight seasons, earning the #1 slot in the final 1967-1968 season. Don Knotts, who played loyal but sometimes inept Deputy Barney Fife, won five Emmys for Outstanding Supporting Actor in a Comedy Series. In 2002, TV Guide ranked TAGS #9 in its list of the 50 Greatest TV Shows of All Time. For TAGS lovers, we don’t need all of this supporting data… we just know we love the show!
Some of you may not know that TAGS was actually a spinoff of Danny Thomas’ show, Make Room for Daddy. In February, 1960, eight months prior to the first official episode of TAGS, Sheriff Andy Taylor was introduced to the world when Danny Thomas’ character, Danny Williams, inadvertently ran a stop sign as he was passing through Mayberry, NC. As a big city entertainer Danny got quite a culture shock when he ran into Andy, who was not only the town’s sheriff but also the Justice of the Peace as well as the editor of the newspaper.
When Andy pulled Danny over for running the stop sign, Danny thought he was involved in a tourist trap designed to “salt the poor city slicker.” He followed Andy back to the courthouse, and when Andy changed the sign on his desk from Sheriff to Justice of the Peace, Danny knew he was in trouble. As Andy was about to impose the fine Danny pulled out a wad of money and fanned it out, ready to pay whatever fine Andy gave him. After Andy saw Danny’s bank roll he explained that the usual fine for running a stop sign was $5.00, but for Danny it would be $100 or 10 days in jail. Danny exploded in anger, and instead of paying the fine he chose to spend time in jail. It was while he was in jail that he eventually began to see Andy for what he was – a fair man who loved his family and his town, and who took his responsibilities very seriously.
It was only on Danny’s visit to Mayberry that the absence of Andy’s wife (and his son Opie’s mother) was ever explained. On TAGS it was always assumed that Andy’s wife had died when Opie was just a baby; on Make Room for Daddy it was confirmed. Opie came running in the courthouse crying about his pet turtle Wilfred. Opie yelled, “He’s been murdered!” Opie said that he was in the ice cream parlor and Mrs. Balfor stepped on Wilfred. Andy told Opie that it was Wilfred’s time to go and that we have to learn to live with our sorrows. He went on to explain, “I learned that when you was just a little bitty speck of a baby when I lost your Maw, just like you lost Wilfred.” Little Opie innocently looked up at his Paw and asked, “Who stepped on Maw?”
As Danny watched the interaction between father and son, he realized that perhaps he had made a snap judgment about this particular sheriff. He offered to make a deal with Andy; if Andy gave a reasonable fine, Danny would pay it and be on his way. In response, Andy asked if Danny was trying to bribe the Justice of the Peace! Incensed, Danny returned to his cell intent on exposing Andy for the crook he believed him to be. Danny arranged for a television program to be filmed right there in the jail, and he played up the angle that he was being taken advantage of and mistreated. Andy was standing nearby as Danny was pleading his case in the court of public opinion, but when Danny started complaining about the conditions and cleanliness of the jail Andy could not longer sit idly by and listen.
Andy said that when Danny complained about the jail he was complaining about his aunt who came in and cleaned the jail every morning. The host of the television show asked Andy if it was true that he had imposed a greater fine on Danny that he normally would. Andy confirmed that he did, saying that when Danny took out the wad of money to pay the fine, Andy realized he needed to do something that would get Danny’s attention.
Andy explained that around those parts a $5.00 fine was hard to come by. But for Danny, it didn’t make a difference. Andy said, “There’s a whole lot of fine country to be seen between the city he left from and the city he was going to, and between those two cities is a whole lot of good folks to meet, and a lot of good experiences to be had by a fellow who will take the time to appreciate it.”
Danny was humbled and ended up apologizing to Andy. He misjudged Andy and his motivations, just as you and I might sometimes do when making a quick decision about another person.
Employers can be a lot like Danny, quickly summing up an employee based on perception and not really looking to see potential. I encourage you to take a lesson from Danny; things are not always as they appear, but if you stick around long enough to see what reality is you might just be surprised at what you see.
For all of you TAGS fans out there, we should all say a word of thanks to the late Danny Thomas and producer Sheldon Leonard for introducing the world to The Andy Griffith Show and the wonderful town of Mayberry. We owe a debt of gratitude to you and all the writers, producers, directors and of course actors who made the show great. And we can’t forget Earle Hagen, who composed the famous whistling theme song “The Fishin’ Hole.”
You may have only heard the whistled tune, but here are the lyrics:
♫ Well, now, take down your fishin’ pole and meet me at The Fishin’ Hole,
We may not get a bite all day, but don’t you rush away.
What a great place to rest your bones and mighty fine for skippin’ stones,
You’ll feel fresh as a lemonade, a-settin’ in the shade.
Whether it’s hot, whether it’s cool, oh what a spot for whistlin’ like a fool.
What a fine day to take a stroll and wander by The Fishin’ Hole,
I can’t think of a better way to pass the time o’ day.
We’ll have no need to call the roll when we get to The Fishin’ Hole,
There’ll be you, me, and Old Dog Trey, to doodle time away.
If we don’t hook a perch or bass, we’ll cool our toes in dewy grass,
Or else pull up a weed to chaw, and maybe set and jaw.
Hangin’ around, takin’ our ease, watchin’ that hound a-scratchin’ at his fleas.
Come on, take down your fishin’ pole and meet me at The Fishin’ Hole,
I can’t think of a better way to pass the time o’ day.
Such is life in Mayberry. May we all be reminded that joy is found in the simple things in life, and may TAGS continue to entertain and inspire us for another 50 years!
See you next week. Stay tuned…
Holly McLeod is a Human Resources Manager for Landrum Professional Employer Services and Landrum Consulting. She is a certified professional in human resources (PHR) and has more than 15 years of human resources consulting in the corporate world, healthcare and manufacturing environments
Filed under: Business Continuity Plan, Consulting, Human Resources, Landrum | Tags: "human resources consulting", Business Continuity, Communication, employees, Human Resources, PEO
Text First. Talk Second.
By Melissa Miller, PHR
NOT good advice for someone driving a vehicle, but great advice for connecting with employees or loved ones in the wake of a disaster. Emergency Communication Plans can include many options for staying in touch with employees (company website, corporate blog, work email, home email, home phone, social media sites, etc.) There is a good chance that following a disaster people will reach for their cell phones first. Cell phone circuits can become overwhelmed by high call volume following a disaster. People who need emergency services may not be able to call out for assistance and emergency personnel may not be able communicate with one another due to cell phone circuit congestion. Texting uses much less bandwith than conventional voice communications making it the preferred option during high usage situations.
For the 2010 National Preparedness Month, Disaster Recovery Institute International (DRI International) is focusing on communicating via text messaging. DRI International encourages families, companies and communities to become accustomed to using texting as a means of emergency communication. It is much more effective during a widespread emergency. DRI International has been teaming up with organizations like the Safe America Foundation during National Preparedness Month to help expand awareness about this issue. Safe America Foundation created the “Text First. Talk Second.” campaign to raise public awareness around the importance of utilizing text messaging for non-emergency communications during a disaster.
Here at Landrum we are modifying our Emergency Communications Plan to include texting as a primary means of communication. Utilizing the information in our current employee calling tree, supervisors are now instructed to enter the cell phone numbers of their direct reports as contacts. Employees are encouraged to enter the cell phone number of their supervisor as well as the Director of Corporate Human Resources into their phone as contacts to facilitate communications. Employees are instructed to text “I’m OK” to their supervisor following a threat or potential disaster. Supervisors will respond to the employees’ texts with pertinent information regarding company operations.
Sending text messages via email is another tool to facilitate emergency communications. Supervisors can create an email distribution list populated with the text addresses of their direct reports. Here are the email addresses to send text messages to the subscribers of some of the most popular cellular phone carriers (include area code with phone number):
AT&T: phonenumber@txt.att.net
Boost: phonenumber@myboostmobile.com
T-Mobile: phonenumber@tmomail.net
Verizon: phonenumber@vtext.com
Usage fees might not be an issue if your company provides cellular service for your employees. Chances are that many of your employees are not on the company plan. Avoid after the fact usage fee issues by talking with employees as you modify your Emergency Communications Plan to include text messaging.
Melissa K. Miller, PHR
As Strategic Management Specialist for Landrum Human Resource Companies, Melissa is responsible for facilitating inter-departmental process improvement, strategic planning and capacity management. Certified as an Associate Business Continuity Professional (ABCP) Melissa leads Landrum’s Business Continuity Team. For the clients of Landrum Consulting Services, she leads Strategic Planning Retreats and Focus Groups. Melissa is certified as a Professional in Human Resources (PHR) by the Human Resources Certification Institute.
September 20, 2010
Mayberry Monday – Mayberry Days
By Holly McLeod, PHR
As a lifelong fan of The Andy Griffith Show (TAGS) and all things Mayberry, it has been my distinct pleasure to have visited Mount Airy, NC on two separate occasions. Mount Airy is Andy Griffith’s hometown and inspiration behind the creation of fictional Mayberry. In Mount Airy I have eaten a pork chop sandwich from the Snappy Lunch, I’ve had my picture taken with my feet up on Andy’s courthouse desk, and I’ve enjoyed a bottle of “pop” from Wally’s. What I have not been able to do thus far is to visit Mount Airy during “Mayberry Days,” the town’s annual celebration of TAGS and its homegrown celebrity, Andy Griffith.
The 20th anniversary of Mayberry Days is this week, September 23-26, 2010. If you live anywhere near that area of North Carolina, I encourage you to drive up, over or down for what I’m sure will be a wonderful time. All sorts of events are planned, and there will be several celebrity guests such as Betty Lynn (Thelma Lou), Doug Dillard (a Darling son), Elinor Donahue (Ellie Walker), James Best (Jim Lindsey, the guitar player), and many more. For more information go to the Surrey Arts Council website. USA Today also wrote an interesting article on the upcoming Mayberry Days.
While I haven’t been able to visit Mount Airy in the autumn when Mayberry Days is scheduled, I have still enjoyed the town and all it has to offer. There is a great hobby shop if you’re a model railroad enthusiast like my husband. And there are many shops to browse in, many having TAGS trinkets and memorabilia. You can have a banana split in the local ice cream parlor or get a haircut at Floyd’s Barbershop (right next door to the Snappy Lunch). You can visit the birthplace of Andy Griffith or go to a concert at the local theater. There are many things to do and see in Mount Airy, and if you’re a TAGS fan I promise you won’t be disappointed.
One day I plan to be at Mayberry Days. But, since my husband is a high school band director and therefore very busy during football season, this will have to be something we look forward to after retirement. Perhaps you won’t have to wait that long.
I hope to meet you next week in Mayberry – or maybe one day in Mount Airy. Stay tuned…
Holly McLeod is a Human Resources Manager for Landrum Professional Employer Services and Landrum Consulting. She is a certified professional in human resources (PHR) and has more than 15 years of human resources consulting in the corporate world, healthcare and manufacturing environments
Filed under: Business Continuity Plan, Consulting, Human Resources, Landrum, Training | Tags: "human resources consulting", employees, Human Resources, PEO
Where the Rubber Meets the Road
By Melissa Miller
Being prepared to continue operations whenever adversity strikes requires vigilance. Not vigilance to predict disasters, but vigilance over critical functions. Critical functions are those things that absolutely, positively must happen in order to stay in business. Landrum provides a myriad of HR functions for our clients, but issuing timely and accurate paychecks (no matter what) is one of those critical functions where the rubber meets the road.
Identifying and hardening critical functions in order to meet customer expectations and remain compliant with applicable regulations requires continuous business continuity practice. Landrum has developed a comprehensive Capacity Management System (CMS) for this purpose. The CMS provides a uniform format for managers to identify and document all functions within their department. Rating functions according to criticality helps managers keep adequate numbers of staff members trained to perform each function. The CMS makes it easy to see at a glance which staff members are proficient at each task, which would be particularly valuable in the absence of key personnel or management.
Knowing who can perform each critical function will prove to be invaluable when faced with a potential threat. Preparing and talking with staff about how the work will proceed in the event of a business disruption event will put everyone’s mind at ease. After all, everyone likes the security of knowing their company is prepared to stay in business and that they will continue to get paid (no matter what).
Melissa K. Miller, PHR
As Strategic Management Specialist for Landrum Human Resource Companies, Melissa is responsible for facilitating inter-departmental process improvement, strategic planning and capacity management. Certified as an Associate Business Continuity Professional (ABCP) Melissa leads Landrum’s Business Continuity Team. For the clients of Landrum Consulting Services, she leads Strategic Planning Retreats and Focus Groups. Melissa is certified as a Professional in Human Resources (PHR) by the Human Resources Certification Institute.
To learn more about Landrum’s Capacity Management System feel free to contact us by using the short form in the sidebar.
Filed under: Human Resources, Landrum Lagniappe | Tags: "human resources consulting", employees, Human Resources, Mayberry
September 13, 2010
Mayberry Monday – “The New Housekeeper”
By Holly McLeod, PHR
For anyone who has ever watched The Andy Griffith Show (TAGS), most of us think of Aunt Bee as the quintessential grandmotherly type who knows how to do everything perfectly. She’s a great cook (with the exception of making pickles), an immaculate housekeeper, a mean seamstress, and usually knows just the right things to say. Aunt Bee raised Andy Taylor when he was a boy, but Andy’s son Opie didn’t take an instant liking to Aunt Bee.
Opie’s mother was never in the picture. It’s assumed she died when Opie was a baby, but being the wholesome, feel-good family show TAGS was, her absence was never explained. In the very first episode of TAGS, however, we did learn that Opie had been raised by a housekeeper by the name of Rose. Rose was getting married and wouldn’t be able to continue her job, and Opie didn’t like that one bit.
Andy had made plans for Aunt Bee to come and stay with them after Rose left, but Opie didn’t want to hear anything about Aunt Bee. On the day of Aunt Bee’s arrival, Opie got up early and fixed breakfast. He set the table (for two), poured the milk, burnt the toast, and had put eggs on to boil 45 minutes earlier. He dropped a grapefruit half on the floor so he picked it up and brushed it off with the kitchen scrubber, then proceeded to brush his hair with the same scrubber. When Andy came in the kitchen Opie said that they could live by themselves and they didn’t need anyone taking care of them. The doorbell rang, and Opie knew it would be the dreaded Aunt Bee.
When she came in the house, Opie did everything he could to make her feel unwelcome. Aunt Bee made fried chicken and biscuits for supper, so Opie pretended not to be hungry and said that Rose made her chicken differently. Aunt Bee went to clean up the kitchen and Andy told Opie to go to his room if he wasn’t going to eat. After Andy left Opie hurriedly added extra chicken to his plate and ran to his room where he proceeded to eat everything in sight.
The next day Andy tried to get to the bottom of Opie’s disdain for Aunt Bee. Opie said that Aunt Bee couldn’t do anything like Rose — she can’t fish, or hunt frogs or play baseball. Andy got an idea of how to make Aunt Bee look better in Opie’s eyes, and proceeded to try to teach her how to play baseball. Aunt Bee said, “Oh Andy, I know a lot about baseball.” As Andy hands her a bat, she says, “What’s that?” Andy explained that it’s used to hit the ball; she then held the bat upside down in preparation to swing.
When baseball didn’t work out, Andy took Aunt Bee and Opie fishing. Andy had talked up Aunt Bee’s fishing abilities to Opie, but Opie had to question his Paw when he saw Aunt Bee’s bait and hook about a foot out of the water. When Andy lowered her line in the water, she got a bite. Aunt Bee was visibly nervous, and when she raised her pole with a fish dangling on the end of the line she was so scared she threw the whole pole in the water.
Employers, supervisors and even employees sometimes find themselves in Aunt Bee’s situation. Maybe it’s a new employee trying to fit in with co-workers… maybe it’s a new manager that’s either new to the company or promoted from another position… or maybe it’s a new CEO coming to a company with the expectation to “turn things around.” Whatever the case, a person will either forge ahead with what they think is best, or try to conform to the status-quo. I imagine there’s a place for a little of both approaches. If someone comes in with a “my way or the highway” approach, they’ll most likely be met with resentment and hesitation in coming on board with the person’s plans and visions for the future. If someone comes in solely like “one of the guys,” it will be difficult to build the respect and command that is necessary for success.
Opie quickly saw through Aunt Bee’s charade when she pretended to be knowledgeable in sports; however, Aunt Bee also continued to display love and affection for Opie throughout the time she was trying to get Opie to warm up to her. It was the combination of staying the course and showing that she was human that finally ended up working.
Author and business consultant Chip R. Bell states, “Vulnerability does not require leaders to fall on their swords… It does mean exposing followers to who you really are rather than who you want others to think you are.” Aunt Bee finally realized she wasn’t fooling Opie by pretending to be something she wasn’t. It was then that Opie realized he did care for Aunt Bee.
The morning after the fishing adventure, Opie woke up to hear Andy and Aunt Bee speaking in the hallway outside his door. Aunt Bee came in to give him a kiss on the cheek as he pretended to be asleep. When Andy and Aunt Bee left the house Opie rushed from his bed to the window and realized that Aunt Bee had her bags packed and was about to leave.
Opie ran down the stairs and out to the driveway in his pajamas, saying “Don’t go Aunt Bee, I want you to stay.” Andy said, “You mean it, Opie?” Opie replies, “Sure! If she goes, what’ll happen to her? She doesn’t know how to do anything – play ball, catch fish or hunt frogs – she’ll be helpless.” He then turned around to Aunt Bee and said, “You need me!” Over time Aunt Bee came to be very important to Opie as she looked after his wellbeing day after day. I think we all need an Aunt Bee in our lives. How about you?
See you in Mayberry next Monday. Stay tuned…
Holly McLeod is a Human Resources Manager for Landrum Professional Employer Services and Landrum Consulting. She is a certified professional in human resources (PHR) and has more than 15 years of human resources consulting in the corporate world, healthcare and manufacturing environments
Filed under: Business Continuity Plan, Human Resources, Landrum, Landrum Lagniappe | Tags: Business Continuity, Communication, employees, Human Resources, PEO
Business Continuity is Everybody’s Business
Melissa Miller, PHR
Developing a Business Continuity Plan (BCP) is not a single act. It is an on-going program that grows and changes with your organization and the markets that it serves. It also is not a secret. Systemic communication for input into the plan and for preparing everyone to implement the plan is crucial. Putting the right people on your Business Continuity Team (BCT) is the key to keeping your company prepared.
We broke with traditional Business Continuity wisdom, which recommends that a member from senior management act as liaison to the BCT, when we seated four members of our Senior Leadership Team on our BCT. This allows the BCT to operate most efficiently as many decisions can be made on the spot rather than waiting for an answer from senior management.
To ensure that our company is prepared for various threats the four Senior Leadership Team members seated on the Team work side-by-side with Department Managers and line employees. This multi-level, cross-functional team, which meets once a month, allows fluid and systemic communication about planning needs. Department Managers and line employees provide the “where the rubber meets the road” knowledge about our operations so the plan can be kept current and relevant. The Senior Leaders provide the backing to ensure that our Departments have everything they need to stay ready.
Melissa K. Miller, PHR
As Strategic Management Specialist for Landrum Human Resource Companies, Melissa is responsible for facilitating inter-departmental process improvement, strategic planning and capacity management. Certified as an Associate Business Continuity Professional (ABCP) Melissa leads Landrum’s Business Continuity Team. For the clients of Landrum Consulting Services, she leads Strategic Planning Retreats and Focus Groups. Melissa is certified as a Professional in Human Resources (PHR) by the Human Resources Certification Institute.
Filed under: Human Resources, Landrum Lagniappe, Mayberry | Tags: "human resources consulting", employees, Human Resources, Mayberry, PEO
September 6, 2010
Mayberry Monday – “Opie and the Bully”
By Holly McLeod, PHR
Opie Taylor, son of Sheriff Andy Taylor, was your stereotypical young boy growing up in the small southern town of Mayberry. He played football with his friends after school, he went to the “picture show” when there was a good western in town, he was respectful of his elders, and he dutifully did his chores each week. Opie also had his fair share of heartache — especially when he ran across the school bully.
One morning Opie was in the kitchen with Aunt Bee, finishing his breakfast. As he got up from the table he asked Aunt Bee for a nickel to buy milk at school. She grabbed a nickel and gave it to Opie. Opie then walked into the living room where Andy was reading the newspaper and asked him for a nickel for milk. Andy dug deep in his pocket and handed Opie another nickel. After Opie had gone off to school Aunt Bee came in the living room and mentioned that she had given Opie a nickel for milk. Andy stated he had also given Opie a nickel, and decided he would question Opie about it later.
On the way to school Opie was confronted by another boy. His name was Sheldon. Now Sheldon isn’t a name that automatically evokes the image of a bully – not like a Spike, Butch, Rocky or Ace — but Sheldon definitely had Opie cowering. As Opie walked to school each morning, Sheldon would jump out from behind a bush or around a corner and demand that Opie give him a nickel for passing on “his” street.
Opie asked if Sheldon would consider letting him pass by his street for free that day so he could give his Paw back the nickel he owed him. Opie explained that if he gave his Paw back his nickel, he wouldn’t have money to buy milk for his lunch. “And Sheldon,” Opie said, “it ain’t easy getting a peanut butter and jelly sandwich down dry. Yesterday I almost choked!” Sheldon still relieved Opie of his nickel, then threatened him with the proverbial knuckle sandwich if he told anyone. Sheldon walked off and Opie did the only thing within his power to do – he stuck out his tongue.
As Andy was tucking Opie in bed that night he told Opie he wanted to have a little talk. When Andy asked about getting a nickel from both him and Aunt Bee that morning, Opie offered a flimsy excuse about getting an extra nickel just in case he lost one. He then feigned being so sleepy he couldn’t continue the conversation. Andy had no choice but to drop the subject and let Opie sleep.
The next day at the court house Deputy Barney Fife admitted to Andy that Opie had also asked him for a nickel that very morning. Barney decided to get to the bottom of the mystery and followed Opie to school the next morning. He witnessed the bullying first-hand and then he reported back to Andy. Andy had to carefully decide how best to help his son through this ordeal. He could call the other boy’s daddy and take care of this himself, but that wouldn’t help Opie in the long run. Andy had to find a way to help Opie help himself, without letting him know Andy knew about the bullying. He found the perfect way to accomplish his goal.
That afternoon Andy took Opie fishing at a favorite fishing spot and told him about finding that spot when he was just a boy. He fished that secret spot and made all the other boys jealous because of the big fish he was catching. One day a mean fellow named Hodie Snitch followed Andy and told him to leave that fishing spot because he wanted it for himself. Andy said he was scared of Hodie so he left as he had been told to do.
Andy was ashamed he had given up his fishing spot so easily and said he “felt so low that a little bitty ant couldn’t have walked under me.” Andy realized that “it’s fine to give away something because you want to, but not because you’re scared the other fellow’s gonna give you a punch in the nose if you don’t.” Andy reclaimed his fishing spot and Hodie did exactly what he promised he would do – he hit Andy. Andy told Opie he didn’t even feel that knuckle sandwich and realized that “what [he] had been so scared of to begin with wasn’t worth being scared of at all.”
The next morning Opie asked Andy to take an extra set of clothes to the court house with him in case something happened that got Opie’s clothes “tore and messy.” As Opie was leaving he turned around and asked Andy, “You sure you didn’t feel it?” Andy knew exactly what Opie was going off to face, and he was overcome with love for his son. He picked Opie up and gave him a long, tender hug. Andy put Opie down and they looked at each other for a moment, then Opie stoically turned around to leave.
Can you imagine how Andy felt as he watched his son head off to certain danger? How he must have been questioning himself… Have I done the right thing? Should I put a stop to what is coming? What else can I do to help? Your employees may sometimes find themselves in Opie’s position; treading their way through a difficult situation and afraid of the consequences if they make the wrong decisions. Like Andy with his son, it may be difficult to watch a faithful employee head in the wrong direction, especially when you already know the result of your employees’ decisions if they continue heading down the same path.
Sure, it may be easy to jump in to ward off potential danger. But is that in the best interest of your business or your employee? If the consequence will result in harm to your business or business relations, then of course you need to immediately redirect the employee. If the consequence isn’t significant and could result in your employee learning a valuable lesson that will benefit your business in the future, it might serve your purpose better to let the inevitable happen. People do learn from trial and error, after all.
Think back to when you were a child and learning to ride a bike. Someone probably told you to raise the kick stand and to push off on the pedals while holding on to the handlebars. As you listened to your instructor you eagerly anticipated making that first attempt at riding a bike without training wheels; however, until you got moving and discovered how to properly balance on a two-wheeler, being told how to ride the bike didn’t help you very much. You needed the experience of riding in order to master the skill. If someone had always jumped in to keep you from falling, there would’ve been no “error” to learn from. Just as Andy saw the benefit in letting Opie face the bully so he wouldn’t be afraid to face a challenge when it came, there may be benefit in letting employees grow and develop into better employees through trial and error.
Back at the courthouse, Andy agonizingly paced the floor until Opie finally threw open the door with a triumphant grin on his face. He was sporting the makings of a whopper black eye. And yes, his clothes were definitely “tore and messy.” Opie proudly handed Barney the nickel he had borrowed earlier, and then gave Andy his nickel back. “You know what?” Opie asked, “A sandwich sure tastes better with milk!” I wholeheartedly agree.
See you next Monday! Stay tuned…
Holly McLeod is a Human Resources Manager for Landrum Professional Employer Services and Landrum Consulting. She is a certified professional in human resources (PHR) and has more than 15 years of human resources consulting in the corporate world, healthcare and manufacturing environments
