Aloha dear readers,

The time has come to say goodbye to Say “Alaka‘i” here at its present home with The Honolulu Advertiser.

Cyberspace is a big place, with change happening rapidly, and so for any who may not know, these blog pages will soon appear under a different masthead. I did receive an invitation to continue writing Say “Alaka‘i” for the new paper, however I’ve decided that it’s time I move on, and start a new chapter.

You who have read this blog, and who know the Managing with Aloha beliefs which guide me, are aware of what I mean by “Ho‘o it” —Make something happen. For some of us that means we’ll seek new energy, for another fire starts to burn brightly. For others it might mean the calm contentment we call ma‘alahi, which also can burn with simmering intensity, though it comes from a “Less is More” focus. Either way, change will usually present us with choices, and I for one, like jumping into the choosing. It affords me that opportunity to “Ho‘o it” —to practice what I preach deliberately, constantly bringing value-alignment to my life via decisions big and small.

I will often choose new and different once a chapter ends, and I find I’m pulled that way this time too.

‘Imi ola: To seek best life

I do believe that the daily newspaper can play an important role in any community: Jay Fidell has explained it well most recently in his article, “How to survive in a one newspaper town.” Therefore I sincerely wish the new Honolulu Star Advertiser much success, and truly hope to support them in other ways: As you probably are, I am very eager to see what will happen here in coming weeks, and have high expectations.

However when I take into account the information presently available to me, I do not feel the newspaper blogging model will be the best place for me to personally continue my own work, not with the “sense of workplace” which is optimally representative of the ‘Ohana in Business model I hold dear, and teach within the MWA vision at Say Leadership Coaching.

As you know, I stand for Managing with Aloha, a philosophy about how we live the values of our Hawaiian culture, aligning them with the work we choose today. To be true to my mission and Ho‘ohana (intentionally chosen work), I must shape my work with the values, systems and process of MWA value-alignment and nothing less. That includes the writing and publishing I do, so The Healthy Workplace Compass of ‘Imi ola became my decision process with the future of Say “Alaka‘i”. I did explore the possibility of continuing here, however I believe I can serve you much better on my own home on the web, where blogging is an Alaka‘i focus for Ho‘ohana voice, and not a sideline.

Please know my decision is not a prejudgement on the prospects of the emerging newspaper, (or the other bloggers here, who may have other goals), for I don’t have enough information to make such a presumptuous determination. Further, I do believe they can be very successful despite the well-publicized challenges of the newspaper industry —there’s HUGE opportunity for someone to start leading a vibrant, dynamic reinvention in journalism! Why not here? In fact, were they able to speak in collected voice, the values of our island communities would argue it should be here in our Hawai‘i.

This is a decision to return to my home base and focus my efforts there, continuing Say “Alaka‘i” at my own blog, Talking Story. That said, please don't feel I am leaving you behind!

For more of Say “Alaka‘i” there’s Talking Story

My life is fully invested in the vision of Managing of Aloha, both personally and professionally. I will continue to write on the subject matter of Say “Alaka‘i” for I have done so within my wish to give back to our community in the way I feel I can best do so. I remain deeply committed to Alaka‘i Managers and the mission we have had here to bring the value of Alaka‘i (Hawai‘i-inspired leadership) to the workplace, and we ho‘omau (continue to press on). Most of the articles published here (now 170 of them!) have been archived at Talking Story for our future reference: They remain a resource for you.

I invite you to join me there, keeping a place for the new home of Say “Alaka‘i” in your feed reader: Talking Story is now well into its 6th year as the home of our extended Ho‘ohana Community. In honor of the publishing routine we have had here, Talking Story will blend in the same Tuesday/Thursday pattern we’ve been working with:

• Each Tuesday I write on Alaka‘i Leadership, i.e. including self-leadership, and “Leading as a verb” creating human energy as our greatest resource.
• Each Thursday I write on Alaka‘i Management, i.e. including self-management, and “Managing as a verb” channeling human energy in the most productive and fruitful way possible.

I’ll update Talking Story at least three times a week, sometimes more, with Mondays dedicated to Managing with Aloha. We stay on-point in weekday discussions with our learning of the Hawaiian values and advocacy in support of Alaka‘i Managers, and anything goes on the weekends— we explore as life happens, or I quiet down and refresh so you can too. Visit the Talking Story About Page for info on your free subscription options.

Thank you so much to all of you who have read my articles, doing your very best to practice the Ho‘ohana of Alaka‘i and Aloha in your own workplaces: It makes a difference! In particular, a very warm mahalo nui loa to those of you who commented for me here, keeping me going with your encouragement and affirmation.

I hope to see all of you at Talking Story!
With much aloha, a hui hou,

Rosa
---
Rosa Say | Workplace Culture Coach | Say Leadership Coaching
Author | Managing with Aloha | Business Thinking with Aloha

Read my current articles on www.TalkingStory.org
Central hub for all my web media is www.RosaSay.com

Call me an idealist, but I am so, so hoping that we will start to see more Ho‘ohanohano-based, Aloha-valued, high-road leadership in our Hawai‘i political campaigning.

As someone who writes on values-based management and leadership I’m always looking for shining examples I can spread the good word about. Sadly, they get very hard to find during election years, and when campaigning gets into high gear. The opposite should be true, don’t you think?

We all know Aloha.

Ho‘ohanohano is to conduct oneself with distinction, affording others dignity, Aloha and respect in the process.

Yet strike my earlier caveat — why must that possibility of distinctive Hawai‘i leadership be idealism instead of our reality? Aren’t we better than that, better than settling for so little?

Those who are running for office are asking for the privilege of both representing us and leading us. They ask for our blessing (in votes), and I have a very hard time giving it to them when the biggest impression they leave me with is one of discrediting those competing with them for the job.

How can you be an inspiring, effective leader, one who stands for the Aloha-foundational values of Hawai‘i, when I can’t remember anything of substance you stand for past the bickering, and beyond your disparaging remarks?

I keep hearing those running for office justify their attacks on each other as defending themselves, or “setting the record straight” as if their only choice is the slippery, slimey strategic maneuvering between playing offense or defense, and where both degrade Alaka‘i leadership completely. I am so tired of hearing candidates say their methods are “par for the course in hard campaigning” as if that makes it right. If “par for the course” sucks we have to change it.

Let’s look at Alaka‘i leadership again.

Leadership is visible, and first and foremost, those who are Alaka‘i will lead by merit of their good example — what we see and hear from them in both action and the spoken word.

Those who are Alaka‘i will consistently demonstrate the Aloha Spirit as our representative leaders. We will trust that they will embody what we want the rest of the world to see in us, as citizens of the Hawaiian islands and state of Hawai‘i.

Those who are Alaka‘i will Ho‘ohana — they pursue accomplished (not just acceptable) good works of clear intention.

Those who are Alaka‘i will Mālama as public servants — they consider themselves stewards of Hawai‘i, caring for every person who calls our islands home.

Those who are Alaka‘i are courageous. They stand up for what they believe, understanding they can articulate those beliefs without having to discredit another person in the process. As a result, their courage inspires us instead of embarrassing us.

When you vote to elect the person who will represent us as our highly visible Hawai‘i leaders, vote for the person you feel does these things best. Don’t vote for behavior that settles for less. Don’t vote for special interests, for the Pono interests will prevail when we have the right leaders in place. Have “right” be a vote for the values of Aloha.

If you are one who is running for any political office, please demonstrate these Alaka‘i value-driven character traits for us. I’ll be your biggest cheerleader.

On the other hand, it’s a very shallow victory when you are mostly elected as “the lesser of all evils.” Your “hard campaigning” should be preparing you with early practice for the tact, diplomacy, and collaborative spirit you will need in fulfilling the leadership role you seek.

If elected, you have a very big job ahead of you. Why not act as if you already have it — or are you?

~ ~ ~ Archive Aloha, Take 5 ~ ~ ~

1. The Challenge of Political Leadership
2. Koa, the Hawaiian Value of Courage
3. Choose your Values to Make your Decisions
4. Short Term Thinking vs. Long Term Partnerships
5. Your Best Ideas are Kēia lā

A reader emailed, asking my opinion of this compromise proposed by governor Linda Lingle:

Hawaii governor asks teachers to return
Lingle will release $57.2M, wants educators to work 3 furlough days at no pay.

Gov. Linda Lingle last night asked all public school teachers and principals to volunteer to return to the classrooms without pay for the remaining three furlough days of the school year as a "gesture to heal our community."

And if lawmakers approve a plan on Wednesday, Lingle also said she will release up to $57.2 million from the state's Hurricane Relief Fund to restore 11 teacher furlough days next year.

First, let me preface my response by saying it’s a general one — all purpose, for I think the different viewpoints of this particular Hawai‘i Friday furlough issue are irrelevant to my answer. I’d respond the same way no matter the situation variables.

In short, I don’t think anyone should work for free, because I believe in valuing Ho‘ohana as I do (the value of worthwhile work).

“Hawaiians believed that only through work can a man fulfill his social and spiritual purpose.”
— Dr. George Kanahele

I very strongly believe that the work we do should be better valued by other people instead of them asking us to “give from the kindness of our hearts.” It’s awkward, for no one wants to be a jerk, put in a position of being the bad guy (or girl) who says no. So please, don’t put others in that position by asking.

It’s more than that though: I believe we all need to get better at appreciating the work others do for us. I have high regard for the value of work, and I believe that value should be rightfully dignified and honored. No one should ask another person to work for free no matter the circumstances: We need to be better receivers than that, and affirm what others do for us, not negate it.

“Free” never comes without cost to someone (often more than can be readily seen), and “paying” for a product, or for goods and services rendered should be a no-brainer.

You may have heard this story before: This version is from Tall Tim, The naked entrepreneur:

It reminds me of a story, supposedly true, I heard some time ago about Picasso, whose reputation was already secure at the time.

Picasso was apparently meeting someone for a drink in a tapas bar in Barcelona. His companion was running late and whilst he was waiting for him to arrive Picasso began doodling on his napkin. As he put his pen down one of the other patrons in the bar, who had recognised Picasso, boldly approached and proffered - "Maestro, I couldn't help but notice your doodling on the napkin. I would be very happy to purchase the napkin from you." "Certainly," replied Picasso, "the price will be US$10,000."

"How could you possibly charge $10,000?" blustered the would-be buyer, "I watched you and it took but a few minutes of your time to create."

"Yes," said Picasso, "But I AM Picasso and it has taken me 40 years to arrive at the point where I can create a work of art, worthy of bearing my name, in a matter of minutes."

Whereupon one of the other patrons in the bar who had been observing the exchange leapt to his feet and said "Picasso, I'll give you $12,000 for the napkin if you'll just sign it."

Good for Picasso!

When people ask me to speak or deliver workshops pro bono (without charge, and “for the public good”) I may, in that I’ll fulfill their request and not bill them in dollars, but I do step into the coaching opportunity they give me, and I’ll ask how they’re planning to reciprocate in kind. I’m ready to give them some pretty creative ideas if I need to.

There are several ways they can do so, for money is but one type of transactional currency, and a problem-riddled one at that. Unfortunately, compensation practices are as big a mess as you’ll find, with union rules and taxation complicating it even more (case in point).

Yes, I realize that even barter is subject to taxation, and most CPAs will advise you to report all transactions to the Internal Revenue Service in equivalent-dollars as cash sales, but so be it: The point is that we need to honor each other in the work we do.

Dignify your own work too: Value it, assessing it fairly, and let people know how they can compensate you if they ask. For instance, in the case of Hawai‘i’s Friday furloughs, I personally would love to hear from more teachers or school administrators, instead of union representatives and our legislators. If there simply aren’t the dollars available to compensate them monetarily, what would they suggest? It is far easier to be a good giver when we know what we can give.

“[In Hawai‘i of old] the general principle underlying all gift giving was reciprocity, a concept which permeated virtually all Hawaiian behavior… Economically, reciprocity has a narrower meaning, although the principle is the same: one should repay each gift with something at least equivalent to what one has received. But if the equivalent is enough, giving more is better… an important feature of reciprocal gift giving was the spirit of noblesse oblige.”
— Dr. George Kanahele

Noblesse oblige, “nobility obliges.” A wonderful concept, don’t you think?

The Dictionnaire de l’Académie française defines it thus:
“Whoever claims to be noble must conduct himself nobly. One must act in a fashion that conforms to one’s position, and with the reputation that one has earned.”
The Oxford English Dictionary says that the term “suggests noble ancestry constrains to honourable behavior; privilege entails to responsibility.”
— Wikipedia

Let’s seek to give, and give exceptionally before asking. Wouldn’t you want the same courtesy and affirmation of your worth?

~ ~ ~

From the archives:
Set your price, charge it, and stand behind it

~ ~ ~

Update: The saga continues in this morning’s paper: Hawaii governor's furlough plan derided

While my posting makes it pretty clear I think the governor could have come up with a better suggestion (don’t go for adversarial compromise or even consensus and cooperation: Go for collaboration), it is alarming to me that so many who say “think of the children” and/or “what about the teachers?” are listing excuses and justifications why our teachers can’t work. Heaven forbid that we now are anti-volunteering, and that people are restricted from working to serve others if they want to. Why are we going there?

To be clear, I’m not saying they shouldn’t work within my posting, not at all! Do get back to work, and do make it work.

I still want to hear from more teachers, and not the BOE, unions, or legislators... why allow others to speak for you? Be heard.

How about an intention/energy audit today?

Preface-type notes before we go on:
If you’re a regular reader, you should be able to skate through this without taking a single link: This post is meant to be a review for you, for as learners know so well, Review and Repeat helps us retain our learning. The links will help those who are new readers: You should be able to just read through the narrative of this post too, but the links will give you the backstory if you’re interested in learning more.

The All-important Role of the Manager

Great managers are the stewards of thriving workplaces. The intention/energy audit is the best way I know of for managers to assess how they are doing with this:

From The Reconstructed Role of the Manager:

3. Mission: Managers get the work to make perfect sense.
—Connect the work to be done with the meaning why.
—Plan to succeed with a viable business model, so people always see realistic possibility.
—Encourage people to work on the enterprise with you, not just within it.

This Mission responsibility within the role of the manager is directly connected to your business model. [From Tuesday: Hawai‘i Business Models: Which ones intrigue you?.]

Let’s start by reviewing Energy, and why it matters

Remember The 30-70 Rule in Leading and Managing? It gave us a practical way to apply both managing and leading to our work week:

M/L Practical: The 30/70 Mission of Managing with Aloha

The 30: Leading to create the critical resource: Energy
The 70: Managing to channel that resource into the core ‘product’ great managers produce: People who Ho‘ohana (people who thrive within their worthwhile work)

Hopefully, these managing versus leading definitions are now familiar to you, as is my insistence that managing and leading are verbs which ALL managers do; they need not have the title of ‘leader.’

[More about this strategy was contained in this posting: Reduce your Leadership to a Part-time Gig in 2010]

Alaka‘i connections...

Two days ago (“leadership Tuesday”), I asked you if your “30: Leading to create the critical resource: Energy” included upping your own leadership energies by revamping your business model with the study of other businesses, and not just your own: “Study Within and Study Outside.”

So being that this is Management Thursday here on Say “Alaka‘i” let’s go to “The 70: Managing to channel that resource into the core ‘product’ great managers produce: People who Ho‘ohana.”

Ho‘ohana has also been our current value theme, and we can make both connections.

How do your leading-as-verb actions in regard to your business model affect the Ho‘ohana of your people?

My goodness, it affects them in so many ways!

To review Intention, understand the power of Ho‘ohana!

People who Ho‘ohana attach deliberate intention and their personal values to the work they do. What your business model essentially does, is define that work for the organizational culture as a whole: If it could talk (and you CAN imagine it talking to you as a separate person), your business model would be saying one of two things to each person in the organization:

• “yes! I want you doing the work of your Ho‘ohana with me!”
  or,
• “we need to reassess our partnership, because your Ho‘ohana intention and my ‘Imi ola mission/vision are not matching up.”

From Wikipedia, the free encyclopedia, on “Business Model”

A business model describes the rationale of how an organization creates, delivers, and captures value — economic, social, or other forms of value. The process of business model design is part of business strategy. In theory and practice the term business model is used for a broad range of informal and formal descriptions to represent core aspects of a business, including purpose, offerings, strategies, infrastructure, organizational structures, trading practices, and operational processes and policies.

In other words, your business model defines all the work within your systems and processes. Hopefully, it does so in full support of Ho‘ohana, so that all the individually-defined Ho‘ohana intentions of your people blend in the most harmonious, collaborative way, and you achieve Lōkahi, the Hawaiian value of unity — Lōkahi is the epitome of teamwork.

The business model format you use probably won’t go into the nitty-gritty detail of job descriptions (which I’m not a fan of anyway… most job position descriptions give you a ceiling, and not a floor — use Ho‘ohana Statements instead.) However your business model should define your basic “how we get mission-driven work done” statement.

For instance, revamping mine within Say Leadership Coaching will continually define the different ways we choose to deliver coaching, and how we choose not to, for there are a lot of possibilities! We pass our decisions onto our new customers too, so they know what they can expect from us. [At SLC: How we work together.]

But let’s bring this back to your people and business partners; the ones you Ho‘ohana with in your workplace, and go back to this a few sentences back:

“Your business model defines all the work within your systems and processes. Hopefully, it does so in full support of Ho‘ohana, so that all the individually-defined Ho‘ohana intentions of your people blend in the most harmonious, collaborative way, and you achieve Lōkahi, the Hawaiian value of unity — Lōkahi is the epitome of teamwork.”

THAT is “The 70” that the great Alaka‘i Managers work on every single day in getting work to “make sense.”

Managers are the critical link between the business model which defines the business itself, and the people who will make that business model real, by getting it to WORK as it is intended to.

And it’s pretty clear how it’s either all about channeling available energy “into the core ‘product’ great managers produce” or it’s not — there is no bigger drain on human energy than when a person feels they are working long and hard on something that is not of importance; it doesn’t connect to the mission and vision of the company in a clear, and clearly rewarding way.

The “audit” part need not be complicated

In fact, the simpler the better, which is why I love this approach, one which invokes the Pareto principle and “law of the vital few” in that it answers the questions both employees and their managers are most interested in:

• Does the business model of this company value my Ho‘ohana so this is a win-win for us?

If so, my intentions are matching up to where my company needs/wants my attentions to be if we’re both to be successful.

If not, either the business model is hit-and-miss, or I don’t belong here.

• Are my available energies devoted to the work which is both important, and which makes sense at a very basic level?

If so, I feel good about this, even when the work is hard and takes some time. And when I feel good, I can continue to be my best, and give others my best.

If not, we’re both wasting our time, and something has got to change, for energy shouldn’t be wasted for either of us.

As Alaka‘i Managers you can put your signature on this audit, one you do with and for all your people: It’s most commonly referred to as “your management style.” You know what I call it: The verbs of managing and leading with Aloha.

Quick catch-up: We’ve been talking story about job creation, about how Alaka‘i Managers can affect jobs, and about gainful employment.

• Job Creation in Hawai‘i: Let’s get it done
• We buy, and work, with our hearts
• Who will be our new heroes?

Important question: Why is the value of Ho‘ohana the qualifier?

There are two reasons; two big ways to expand our learning about the possibilities before us.

First, Ho‘ohana is about work. I believe that our tackling JOBS, whether to sustain, reinvent, or newly create them, is best done with an approach which explores, which questions, and which celebrates WORK.

Second, Ho‘ohana calls for personal ownership in our actions. When we think about Ho‘ohana it helps us redefine the word ‘work’ in a personal, “what’s in it for me?” way — a good, self-motivational way. We give ourselves a gift that we can soon give to others in how we serve people as Alaka‘i Managers.
[Archive Aloha: “What’s in it for me?” is a Self-Leadership Question]

Walking our own talk is always a great place to start: We need to be “Job One” in our efforts. Thereafter, you can take the approach of enhanced value alignment when you, as the Alaka‘i Manager, bring Ho‘ohana to your company. You could choose ‘Imi ola to flesh it out with vision and mission. You could choose Mālama to weave in the initiatives of ‘Ohana and community stewardship. There is likely a connective possibility with each and every value held dear by your own organization.

THE BASICS ~ ~ ~
HANA: The Hawaiian word for work
HO‘O: To make something happen

Ho‘ohana means to make work happen in an intentional manner, and thus, it’s a highly desirable way: It’s work that you value. Why would you work on something you don’t want?

And why hana alone? If you’re going to devote your time and energy to the work which is job worthy, or career worthy, or legacy worthy, you can be sure there will be good times and rough times blended in that effort: that’s just how worthy achievements usually happen. To just hana is a drag, it’s that 4-letter ‘hard’—ness that working can get saddled with.

On the other hand, to ho‘o and make something happen becomes new, exploratory and creative. Ho‘ohana is thrilling. It taps into personal purpose, personal passion, and personal intention.

If we are in a time where so many are finding they must newly create the work they are doing —and we ARE in that kind of time!— let’s get it to be the work of Ho‘ohana intention. Why bother with anything else?

When a person chooses to incorporate the value of Ho‘ohana into their working lives, there is no more “going through the motions,” no more “paying my dues” or “earning my stripes,” and no more “biding my time.” There is only deliberate, intentional, purposeful work, where all your attentions are focused on that work, whatever it may be. Your ATTENTION gets connected to your work INTENTION —even if it is work which is currently temporary for you.

You no longer call it work. You call it “my Ho‘ohana.”

Would you say that about your work now?

Would you call it “my Ho‘ohana” and have those words capture your essence of intentional work well done?

If you have any hesitation at all, asking yourself, Why not? and identifying any gaps is probably a great place to start. Begin to take notice of where your attentions might be getting pulled to instead.

Redefine the word ‘work’ and make it yours. Own it in a personal way. You can give yourself no greater gift, for you are likely to be working in some shape or form for a very long time to come. To Ho‘ohana your work is to enjoy it, and then arrive at that glorious day —one of many more to come— when you celebrate it.

I took this photo at the Mauna Lani resort, and I like thinking about Ho‘ohana this way:
It gets you to stop, and assess which direction your work has you headed toward.
Are you working to get to where you you want to go?