How to be a GoGetter

This is a sweet piece which is my first professional writing from my first job right out of Duke. I was thinking intensely about how to give of oneself. Enjoy!
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GUCKENHEIMER “GOGETTERS”

GoGetters. The Guckenheimer team is made up of gogetters. As a GEI employee, you are expected to complete your day to day tasks as a “gogetter”—attacking your job with spirit and energy! Your position is very important part of this team, and GEI would like to give you the tools to be able to succeed. For that reason it is very important you understand what is expected of you.

You may expect that both you and your manager are responsible for maintaining standards, whether they be in preparation, sanitation, serving, or customer service. Your manager should show you all the procedures for which you are responsible. Because your individual position is so important, we need you to give your “all” in care and patience give to each regulation. Equally important is the enthusiasm you devote to the task. This communication between you and your manager, which gives you all the guidance you need to reach high standards, allows you to become a GoGetter in full force—performing in line with correct regulations and with vigor!

Empowerment. As an employee of GEI, you should feel “empowered” with information in order to succeed in your position. If you don’t understand a procedure, you should always ask, even if it means more than once. Often you may be asked to “spit back” information. Repeating what your manager has explained to you is a great way to check yourself. It makes sure that you and your manager are communicating well and will help the both of you understand the areas of information you need to work on together. It is important that you not only perform a task but you understand why you are going it so that you can give the most to this team.

Sometimes it takes a few times to remember everything. Therefore “empowering” yourself means equipping yourself with the most complete information. Questions you should ask yourself: Do I know the the reasoning behind the technique or regulation? Why am I performing this certain task—how does it fit in the overall operation? Most importantly, in your process of learning, you should never be afraid to admit a mistake. The key to making mistakes is learning “What went wrong? How can I change the procedure or my actions in the future?” You should feel that your team has the openness to be able to bring mistakes out in the open, so that everyone on the team, including the manager, may understand how to improve.

Innovation. Because your individual position is in fact key to the team, you may learn new information. No idea is too rough; your thoughts may help trigger another’s ideas as well…which means innovation! You are a valuable part in maintaining high standards in operations as well as customer service. A valuable employee is one who not performs tasks in line with standards, but also one whom is motivated to follow regulations correctly, to look for a means to improve the method, and to maintain an energized outlook.

In sum, being a Guckenhimer “GoGetter” means feeling empowered as an employee to understand your individual tasks as well as to encourage innovation, which gives efficiency and energy to the system. No procedure is insignificant because they all contribute to your team. Therefore your contribution as a vital art of the team is extremely important to Guckenheimer and should be to yourself as well. Guckenheimer wants to help you be a GoGetter!

GOGETTER → EMPOWERMENT → INNOVATION

The Classic Pamela Positive: It Was the Swinging of the Branches…

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This is a special piece I wrote when I was visiting my parents’ home. It was during a very tender time as I was going through my mid-life crisis at age 25. Here, I was waking up and saw the trees outside my bedroom window… I rested and reviewed my heart, my values, and what I value.

Continue reading

Pamela’s Weekly Words of Wisdom: Celebrate the Beauty of Balance!

cairn-437303_640We’re all here to help each other, and part of that is supporting balance.   And one of the ways we can do this is to encourage your team to share their goals outside of work.   In so doing, this will help your organization’s mission, too.

It’s important to have outside lives and interests.  You have to begin by recognizing those first for yourself.  Your team will see you modeling this balance and how it makes you a whole, fully giving person.

Why do we try to encourage our team to have outside interests, and to share their goals? We know UniversalGiving can’t be everything for everyone (even me :)).  Balance helps keep people energized and refreshed. They maintain strong critical thinking skills and positive energy. Your team also feels they can be transparent about what their goals are. Continue reading

The Classic Pamela Positive: “Love Many, Trust a Few, And Always Paddle Your Own Canoe”

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“Love Many, Trust a Few, And Always Paddle Your Own Canoe”
–Terri, from Coudersport, PA, as seen on Dark Chocolate Dove Wrapper

Terri has it right. What a joy to enjoy dark chocolate, which I love, with a truly inspired quote.

Life affords us so many ways to love, and how important we keep doing so. At the same time, we have to be careful, and so Trust, or entrusting ourselves to others, perhaps must be a bit more rare.  I wish it weren’t so… however, everyone is on their pathway of personal growth. So we must honor them, honor ourselves: We should always love, but not necessarily entrust to others.

As far as paddling one’s own canoe. As my Oma says, “You’d better put a little elbow grease into that.” She was always ensuring she had pulled her weight. In fact, when I went over to Oma’s for a sleepover as a young child, even at the age of 8 or 9, our fun together — was working together. We scrubbed the kitchen floor on hands and knees, sharpened pencils, and wrote up a list for the freezer so she knew what was in there. She taught me to care about being clean, ordered and organized, which made her home special. She made it fun. I loved working with my Oma.

Terri, we thank you for a quote which has delighted us all!

The Classic Pamela Positive: Philanthropy – Start Loving Others Now

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While it is commonly accepted, I’m not sure I agree that philanthropy means giving away ‘money.’

Instead, philanthropy is the love of humanity, of people.

And what I cherish about this definition is that it is accessible to anyone, at any time.

We can all be philanthropists.

Whether you are getting the drycleaning, having a conversation with your boss or coworker, or saying a kind hello to a homeless person, you are a philanthropist.

Philanthropy should be, and is, accessible to all.

I love that we can start loving others now!


*The Definition of Philanthropy, in Merriam-Webster: 1: goodwill to fellow members of the human race; especially : active effort to promote human welfare 2: an act or gift done or made for humanitarian purposes

What We Can Learn from Japan’s Environmental Sustainability

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Where do you think the concept of environmental sustainability came from? Sometimes we think America is the “entrepreneur of all answers.” We innovate here, and I love that quality about our country. And while I’m proud of California’s increased consciousness about the importance of preserving our Earth, we usually have to look back to see where the truth started. Continue reading

When Rejection “Works”

An interesting blog post by Auren Hoffman, CEO of LiveRamp, explored a key area of business and communication: rejection. He wrote about the importance of knowing how to deal with rejection, so that you will feel empowered to take risks, and asked people for their thoughts on how to help others learn how to handle rejection. Here is the advice I shared.

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Auren, this is one of those important nuances in communication. Thank you for bringing it up.

I believe that if you want to have people be able to accept rejection, then there are three significant ways to do so:

Be humble, emphasize Lessons Learned, and have a respectful, kind tone.

1- Be A Humble CEO. In regular conversations and team meetings, be sure to point not only to your successes, but also to ways that your decisions could be better. You can show lessons learned. In business we are always learning, refining, retooling and getting to new heights.

So first as CEOs we need to be open to self commentary on how we can be better. That creates a culture of openness where we are all improving.

2- Lessons Learned vs. Mistakes. If someone doesn’t have a good idea or makes an error, we usually try to find some part of the idea that is good.

Not all components, of all ideas, are bad. Try to point to some part of their idea that is good thinking — ie. “Thank you for diving into the social media space. You are right we need to be more aggressive there; perhaps we can still work with the idea of getting more 20-somethings involved in another way.”

It validates that some part of their idea or process was right… but not the entire idea. There is a lesson to be learned.

If someone keeps bringing up the same type of idea which doesn’t work or making similar errors, then it does become a mistake and needs to be firmly corrected.

3. Be Incredibly Respectful in Tone.

It’s really not what you say when you turn down an idea.

It’s all about how you say it.

Is it in distaste?

Or with appreciation that they are trying to build your business?

If you don’t respect an employee — even if you don’t say anything, rest assured what is in your head and heart will be “heard” by that team member.

Keep your mind gracious, clear and appreciative.

And your input should then be respected and appreciated.