Making Lemonade from Lemons, or Manure from Scat

This Mini-Microsoft, Steve Jobs' Secret Diary, and a Potential New YouTube is one of the most appropriate approach to employees that I see most managers need to get a grip with:

If there is criticism, there must be actionable recommendations. I actually think "Mini-Microsoft," in general, does a rather nice job of this. The author does seem to generally consider the implications of what he is criticizing and discusses action items. In most cases, when I see posts like this, they are constant rants. Rants are just annoying, and I've never seen them accomplish much of anything.

To any executives who, rightly, are incredibly concerned about this practice: Having employees who care enough about a company to actually and consistently put their jobs at risk is incredibly rare, and having someone who appears to have the actual breadth of knowledge and capability to do this well is rarer still. I know, because I used to run teams that were supposed to be made up of folks like this -- and let me tell you, they are both really hard to find and incredibly valuable.

Chances are, anyone doing something like this right now will eventually get fired. Were that individual embraced instead -- sanctioned, but then given a more appropriate and effective podium -- I think her or she could make a huge positive contribution. The lesson for management is this: Don't lose an important asset simply because you can't find or use it properly -- or because you have your head up your ass.

This is about making a difference, and that goal should be top and center for executives and managers as well as the grunts who actually do the work.

As I see it, it's about trying to make a difference in where you work, not entrenchment to keep your job or anyone elses. It's about moving your business forward solving business problems that your customers bring to you.

But here's the crux: There are three ways advice is received: taken, pondered and acted upon; ignored; or fought. An employee blog can fix the "ignored" problem, but because executives resent the method, the blog may set up barriers to improvement -- blocking employees who are trying to do the same things by conventional means.

The real question, especially if there is a blog about a certain situation is why? The reason: No one in leadership is listening!! Or if they are, they have not communicated what they WILL do about it or setting up a priority of getting things fixed.

It's not different than the Walter Reed Hospital care, or for that matter care-less!! It's about the process, stupid!! It's about listening to your customer!!! It's about leadership owning the problems and the top of the leadership not creating an atmosphere of fear is problems are uncovered by those below.