This is a good time for all of us to reconsider how we share data, who we share it with, and the process of cleaning up after data has been transferred. MoveIT is not the only data transfer service, they’re just the one who got breached this month. Next month it could be the one we use. Take steps now to limit the damage that could be done.
Imagine a day when technologists, lawyers, and vendors could have easy conversations about eDiscovery because they all have a deep understanding of the technology and tools involved. We don’t see it often, and that causes some real problems as we see from some of the cases we all read about. Maybe someday.
What I appreciate about the newsletter that I’ve linked below is that they go out of their way to point out how often we use language about a workplace culture that makes it seem like something we have no control over. It reminds me of the weather this time of year in South Louisiana. Everything we plan in the Summer is subject to the weather. An outdoor activity might get canceled because of storms, heat, hurricanes, etc. Weather events happen to us. We get no say.
That’s not what is happening in your workplace.
This is the power that more and more employees realize they have. To hire you as an employer and to fire you when you no longer fit their needs. If that bothers you, if that offends your sense of loyalty to the workplace, do me a favor. Go to Google News and search for “layoff”. Do a little light browsing and tell me what loyalty has to do with anything.
In the first case, most organizations I’ve seen only offer some leadership or management training after someone becomes a manager. This is wrong. This is gatekeeping for no reason. There are people on your teams right now who are not managers, but would like to be, and you’re doing nothing to prepare them for that. Someone gets promoted and then you start them on a training program on how to be a manager. That doesn’t make sense. What are they supposed to do on day one with the team that now reports to them?
There are also people on your team with fantastic leadership qualities who might not want to be a manager, or where there’s no opportunity to become a manager. Why wouldn’t we want to support them in becoming better leaders even if their title doesn’t immediately make us think they are one?
Change is hard. It is also neverending. Things change. The new technology provides new opportunities. Leaders should take responsibility to explain that to their people and highlight the opportunities that change can provide. Show them how it will benefit the business.
Then send them to training ready to learn.