Category Archives: Workplace Culture

Monday Morning Moment – Doing What It Takes for Positive Impact

Photo Credit: Wikimedia Commons

When we institute change, any change, there is a ripple effect. We have impact on those absorbing the change. Making and executing a decision can be quite satisfying, but impact is a whole other thing. No matter how necessary, innovative or even brilliant we think the change is, the outcome and impact may be less than we had hoped. Part of the change must take into consideration those most affected by it…Input in anticipation of change is key to positive impact.

We don’t want to use a new invention until we understand it. That doesn’t mean we need to understand how it functions. However, we need to grasp what it can do and what it can give us. Rachel Botsman

What happens when a new business process is introduced as a done deal? What happens when your job is to translate it to your team in such a way that there is buy-in, ownership and adoption? Hopefully, you are thrilled with the possibilities it presents. But…what if you’re not. What if you are moved t to wonder how it will alter your work team’s relationships and responsibilities…?

The “what if” questions lead middle managers or team leaders to “if only” assessments. If only our team could have spoken into this…a much better outcome and more positive impact could follow… without the disruption and chaos you know will come… unnecessarily.

We must be careful, as decision-makers to avoid the default of being task and development oriented to the point that we lose sight of the people impacted. It’s not just “get ‘er done”; it’s also “get ’em won”.

Leadership has its rewards in delivering on bottom line and fulfilling the expectations of shareholders. Where we struggle sometimes is moving too quickly in identifying a problem and developing a solution. Occasionally even publishing our solution cold to our department heads or work teams. They do not always meet our hard work and great solutions with enthusiasm…not because our teammates are ungrateful or clueless. No, in fact, they may have had their finger on the very pulse of those same  problems, working out solutions together but not to the point of finished product. We, as leaders, can swoop in like the cavalry, communicating that we alone can “fix the problem”. No need for input here, right? Wrong…sadly wrong.

Before putting in motion a sweeping new initiative, we can hope for maximum impact. Maximum positive impact.

How? If we are willing to do the extra work of gleaning from teams, we can build trust and an openness to adopt change. It’s a win-win.

The Three Steps of Building Trust In New Ideas and BusinessesRachel Botsman

Kathy Caprino, a career coach and leadership developer, wrote an excellent piece on having genuinely positive impact.

9 core behaviors of people who positively impact the world:

  1. They dedicate themselves to what gives their life meaning and purpose.
  2. They commit to continually bettering themselves.
  3. They engage with people in open, mutually-beneficial ways.
  4. They invest time and energy not in what is, but what can be.
  5. They embrace critique.
  6. They spread what they know. [No gatekeepers or bottlenecks here.]
  7. They uplift others as they ascend.
  8. They view the journey as the goal.
  9. They use their power and influence well.Kathy Caprino

[Caprino goes into much more depth in her article. Don’t miss it.]

Just a word on disruption. It, of course, can be a good thing. The thing for us all to remember about disruption, especially in the workplace, is that it is never recreational, especially to those whose positions or purposes are being disrupted. As Rachel Botsman demonstrates in the image below…when change is initiated, we may see one of at least three reactions. When we build trust and demonstrate valuing of those most affected by the change, positive impact can be that sought-after outcome of our endeavors.Photo Credit: Wikimedia Commons

It’s worth the work – and we are better leaders for doing it.

Thoughts?

When Disruption in the Workplace Turns to Dysfunction – Annemaria Duran

The Four Fundamentals of Successful Teams

YouTube Video – Time to Brave Up – Kathy Caprino – TEDx Talk

Monday Morning Moment – Avoiding the Warm Body Mentality in Recruiting and Retention of Volunteers and Quality Employees

Photo Credit: Flickr

[We’re not talking about the 2013 zombie apocalypse romantic comedy Warm Bodies, although I do like this graphic. Read on.]

Yesterday, I participated in a large community event. There must have been 50 or more volunteers making it happen over the course of the day. My volunteering was just across two hours. It was an event that included a large gathering, food for all, and lawn games for all ages afterwards. We observed and experienced the beauty of a “living organism” – a well-planned, well-executed event. Except for three paid staff, all the responsibilities were carried on the capable shoulders of volunteers.

An isolated event is one thing but it can speak to the core values of an organization’s overall care of its people. Is it just about filling a slot or making the organization look good, or is it moving everyone toward a mutually shared vision? Is it just the securing of warm bodies to feed the machine? Or is it a called, capable, and committed community of folks working together for a greater good? [See Matt Orth’s piece below].

How volunteers (and employees) are recruited and retained matters.

What made yesterday’s one-time event so successful and well-executed? This is what I observed:

  • A mix of event-only volunteers and longer-term volunteer leaders on point for the various activities. This made for a win-win all around. Plenty of willing helpers and lead people to guide toward success.
  • Clear organization and preparation allowing the volunteers to easily do what they signed on to do.
  • High enthusiasm – shared ownership and vision related to the event.
  • Multiple teams allowing for most of the volunteers to have a fixed service window of time.
  • Obvious valuing (by staff and leads) of the volunteers’ participation.

Writer, speaker Matt Orth wrote a piece on warm body mentality   (already mentioned above) which bears a read. Orth tells a humorous story of how he fell into being a Vacation Bible School director due to the stealth of a volunteer recruiter. He defines warm body mentality(WBM) as the process whereby “a church decides what needs to happen program-wise in their church life and then they just find the Warm Bodies to make it happen”. This could relate to any organization or company. It is task or program orientation vs. person-orientation.

Orth proposes a system of volunteer recruitment that avoids a warm body mentality:

  1. How long the commitment is for and when will they have an opportunity to step down or renew the commitment. Or if/how they can downgrade or upgrade responsibilities.
  2. What kind of accountability they will have, who they are responsible to report to, and what the evaluation process will be.
  3. What the time commitments are, including not just the start/end times of services/events, but what time they will be expected to be there both before and after the service/event.
  4. All the rest of the duties spelled out whatever they may be (teaching, running sound, getting food ready, etc.) including any intangible expectations.
  5. Give them a gracious way to say “NO.” You’re looking for volunteers who want to be there.

He recognizes the importance of having volunteers demonstrating a sense of calling, commitment, and capability. However, all of these are negotiable depending on the person… Training, casting vision, and appropriate resource equipping can move folks who currently don’t see themselves in a volunteer role toward volunteering…and not just as warm bodies.

To recruit and retain the kind of volunteers (or employees) we want depends more on us in recruiting roles…than it does on them. Showing genuine care for the individual makes such a difference in both execution of programming AND the long-term development and engagement of that person.

Give volunteers a voice and they will help you shepherd them…, and, in the end, you will a community of deeply committed people who care about the vision as much as the leaders do.

Yesterday, in the midst of all the buzz of volunteering, one of the leads announced that this was the last event for one couple to serve because they were moving out-of-state. I didn’t know them very well, but what I did know was that they always stepped up to help in whatever capacity they could. Here on their last day with this organization, they chose to spend it serving…again.

If I’d had more time yesterday, I would have loved to know more of how one comes to be like that. Some of us are natural servers, and all these seem to require is opportunity and just a bit of regard or recognition.

The rest of us may need a bit more to be successful beyond a one-time commitment. Sunday’s event for me was illuminating. How do we take what happened Sunday and grow it into something that yields thriving, committed volunteers and sustainable programming over the long-haul?

Thoughts?

Conquering the Warm Body Mentality – Matt Orth

Overcoming the ‘Hire a Warm Body’ Mentality – Gina Trimarco – Love her quote: “Think of recruiting as marketing.”

How Volunteer Recruitment Works – Warm Body and Targeted Recruitment – Robert Lamb

Warm Bodies, Cold, Hard Facts – Volunteer PlainTalk – Meridian Swift

Volunteer Quality vs. Volunteer Quantity – Amy Fenton

Recruiting Warm Bodies – Ron Edmondson

Monday Morning Moment – Adam Grant on 3 Traits of the Highly Functional Workplace

Photo Credit: Pixabay

I love Mondays! It’s ripe with possibility…and prospects of new beginnings. The tricky part of the start of any week is not settling into your work station and returning to the “same ol’, same ol'” – whatever that might entail. Even when we are excited, or at least hopeful for what’s next, we can default to usual rhythms and routines. They are familiar and comfortable (at least on the surface). Neuroplasticitythe brain’s ability to restructure itself after training or practice – can be both our enemy AND our friend.

If you love your work and you see how you fit integrally on your team, and you love your team, that is fantastic! Celebrate that every day! For you, I would just love if you could take a minute and comment below. What do you see at work in your situation? What do you do yourself to nurture that workplace experience?

[Even if you love your job, would you be willing to consider how you could help other teammates to have your experience and move to the top of their professional game?]

Adam Grant is one of those guys who loves his work…and shares generously with all his readers and TED Talk and podcast viewers/listeners.Photo Credit: Flickr

WorkLife with Adam Grant: A TED Original Podcast

Adam (he makes it feel comfortable to refer to him by his first name) is an organizational psychologist and professor at Wharton Business School. He’s authored excellent books and is now moving into a new role as pod-caster. He has affirmed much of what I believe about workplace culture and its impact on day-to-day function, employee engagement, and outcomes/product.

Author, entrepreneur Damon Brown interviewed Adam Grant and posted recently on the traits of companies which are the most highly functional. His findings weren’t surprising to me, but I’d like to hear what you think.

Best-Selling Author Adam Grant: The Most Highly Functional Companies Have These 3 TraitsDamon Brown

3 Traits of the Most Highly Functional Companies:

  1. These companies make a high priority of helping their employees discover both their weaknesses and strengths, together with their coworkers. The goals relate to outcomes, sure, but, as part of that, the professional development of each employee, as well as team cohesion and a “best practice” level of collaboration. How refreshing when both department heads and all stake-holders turn a mirror on themselves for the sake of both the individual and the whole. Having this core value could turn a company on its head…in a good way!Photo Credit: Pixabay
  2. Adam Grant has discovered that many high functioning organizations have flexible hierarchies. You might walk into one of these work meetings and not be able to tell who the “big boss” is. Also, when a decision is made, it is not always top-down. Sure, the decision is given authority from the top, but the process clearly demonstrates and validates the employees closest to a decision (and the impact of the decision) to make that decision. Again, please comment below if you work in such an environment. For me, the whole idea of this is so reasonable and wise. By the way, even if your hierarchy is currently rigid, what would it look like, if you began working toward flexibility? What could be your next steps?Photo Credit: Pixabay
  3. Highly functioning organizations use the word “family” in describing themselves. Not in a smarmy, feel good way, but in actual experience of community and belonging and care. We as colleagues can make this happen within a team, whether it is a top-down experience or not. We communicate and demonstrate, in good faith, that we have each other’s back. We show genuine care for each other and don’t allow ambition or personal preference blind us to the needs of the rest of our team. This actually can eventually have a cross-team impact…if we are patient. If you wonder how, just search on-line for Adam Grant – he has both written and spoken volumes on this.

All three of these traits, or patterns, point to a vision that is highly peopled. It is not just driven from the top. Nor is it owned by one work group over another. A shared vision, in the truest sense of its meaning, gives room for all players…with their varying strengths and weaknesses. There is space for leaders and those who prefer to follow (excellent leaders or even those not-so-much), for the persuaders and those willing to consider the persuasion, for the decision-makers and those who want to speak into the decisions. Your over-all vision might be right but engaging all employees in going after that vision makes for highest function (especially for all you efficiency folks out there). Highest function and greatest care for each employee. That is a vision all of us could share or even own.Photo Credit: Flickr

What all this says to me is that people matter. Not just the most brilliant, bombastic, or brand-worthy, but everyone in the organization. Maybe you already work in such a company. if not, you …each of us can move it in the direction of such a company.

After all…it’s Monday. Who knows what could happen by the end of the week?

Best-Selling Author Adam Grant: The Most Highly Functional Companies Have These 3 TraitsDamon Brown

WorkLife with Adam Grant – Podcast – The Problem with All-Stars

Why Our Brains Fall for False Expertise, and How to Stop It – Khalil Smith

Infographic: 1 of These Four Strengths Is Your Superpower – Damon Brown

Self Sacrifice Won’t Get You Ahead. Wise Leaders Do This Instead – Damon Brown

Monday Morning Moment – the Essence and Ethics of Spin in Our Work, Our Politics, and Our Community

Photo Credit: MaxPixel

When I was in college, many years ago, a statistics course was required in my nursing program at Emory University. It was essentially a non-math course, more on critical thinking. The textbook was Darrell Huff‘s classic How to Lie With Statistics.

If you haven’t read this little book, you should at least track down some of the quotes from it:

“If you can’t prove what you want to prove, demonstrate something else and pretend they are the same thing. In the daze that follows the collision of statistics with the human mind, hardly anyone will notice the difference.”

“Nothing has been falsified—except the impression that it gives.”

“Even if you can’t find a source of demonstrable bias, allow yourself some degree of skepticism about the results as long as there is a possibility of bias somewhere. There always is.” – Darrell Huff

A fairly naive, trusting girl from a small Southern town became a bit more savvy after reading that book. Savvy but not yet skeptical.

The skeptical came and went with the years following.

When we lived overseas, local friends often broached the topic of American politics, a much less threatening topic than talking about their own government. Because I thought I knew our government, I would wax on about the positives of living under such a one. Our friends would smile at the seeming absurdity that our politics were less corrupt than their own.

Then we came home to the US…

I’m learning more and more about spin…or turning a message to the advantage of the one delivering it.

“I would define spin as the shaping of events to make you look better than anybody else. I think it is . . . an art form now and it gets in the way of the truth.”Benjamin Bradlee

Definition of Spin – Richard Nordquist

We’ve been back stateside many years now, and I have come to realize that none of us are immune to using spin to persuade. We can actually become very expert at it, almost without knowing. In fact, to be both honoring and honest, we must be vigilant and guarded regarding spin. In both avoiding its use and not reacting to its use. How might we react? Two negative ways: either becoming morally outraged because it smacks of lying, or by our own slick checkmate spin in return. Neither of these move the conversation or relationship to a healthy place.

The “What you see is what you get” kind of integrity sounds really old-fashioned these days. Not even smart. We are bombarded by messaging that sounds so true, so right (or so wrong it has to be true). We sometimes miss or disbelieve the bias that also exists.

Somewhere between the truth and a lie, there’s “spin.”…You too can spin if you look at data, filter it through your biases, and preach it like gospel. The rationale is that it isn’t really lying, just putting a bias on what is already true. So what’s wrong with it? – Mark S. Putnam

Before you choose to spin yourself into trouble, understand that in the context of ethical communication, you should be clear, truthful, and honest in what comes out of your mouth. Spinning is like any other kind of dishonesty, it’s wrong. It makes good old fashioned lying sound clever and trendy. It can be said that stupid people lie and smart people spin. – Mark S. Putnam

Ethical Communications: Spinning the Truth – Mark S. Putnam

Some authors use very different words to describe spin…

Harry Frankfurt, American philosopher and educator, wrote a book On Bullshit. [He also wrote a followup book On Truth.] I’m not keen on this word, at all, but Frankfurt casts a sympathetic eye on the one compelled to use spin. Any one of us could find ourselves floundering here:
 
Bull**** [Deb’s edit] is unavoidable whenever circumstances require someone to talk without knowing what he is talking about. Thus the production of bull**** is stimulated whenever a person’s obligations or opportunities to speak about some topic are more excessive than his knowledge of the facts that are relevant to that topic. This discrepancy is common in public life, where people are frequently impelled — whether by their own propensities or by the demands of others — to speak extensively about matters of which they are to some degree ignorant.”
“When an honest man speaks, he says only what he believes to be true; and for the liar, it is correspondingly indispensable that he considers his statements to be false. For the bull****ter, however, all these bets are off: he is neither on the side of the true nor on the side of the false. His eye is not on the facts at all, as the eyes of the honest man and of the liar are, except insofar as they may be pertinent to his interest in getting away with what he says. He does not care whether the things he says describe reality correctly. He just picks them out, or makes them up, to suit his purpose.Harry G. Frankfurt, On Bull****
Finally, educator and attorney Kendrick Macdowell wrote a short and insightful piece on spinning versus lying:

There is a difference. And in my view, a critical difference. It is this: lying is cynical and deliberate disregard for the truth; spinning is benign disregard for the truth that never employs false facts.He further speaks of the origin of spinning: misdirection. (“Okay, other than that, Mrs. Lincoln, how was the play?”) Focus attention away from the unpleasantness onto something positive, even preposterously positive — without lying. Or maybe focus on something more negative as misdirection. Macdowell takes the high road on distinguishing spinning and lying (and if you read the rest of his take, you may also). He concludes with: “We’re a better people when we have a nose for spinning and know how to challenge it on the merits.”

Spinning Versus Lying Kendrick Macdowell

Photo Credit: FreeGreatPicture

Unlike spiders who rarely get caught in their own or other spiders’ webs, even the best spinner of deceit can eventually be exposed. Spin happens. Sometimes over the course of a career, when ambition or fear of failure prompts us to color our findings, or message, in a favorable direction. Wisdom for all of us is to recognize spin, and to reckon that we are all vulnerable to its use or misuse. Wisdom is not calling it lying and also not extolling it as smart. Wisdom is to discipline our communications by being tireless students of our community, our company, the market… and then bring as truthful message as we can that has benefit for all involved.

[Have you had the occupational hazard of needing to use spin in a situation? Or have you been more on the receiving end of a spin campaign? Help us learn from your situation by commenting below.]

YouTube Video – Harry G. Frankfurt: On Bull****

CNLP 178: Scott Sauls on Unhealthy Ambition, Envy and Isolation in Leadership – Carey Nieuwhof

YouTube Video – What Is SPIN? What Does SPIN Mean? SPIN Meaning, Definition & Explanation

YouTube Video – The Language of Politics – Stephen Fry’s Planet Word – BBC – Euphemism/Verbal Slipperiness

5 Friday Faves – Easter Reading, Classical Guitar Wonderment, Giving Place/Space/Voice, Touches of Whimsy, and Food for Thought

Happy Friday! Let’s jump right in – here are my favorite finds of this week…

1) Easter Reading – Every year during Lent, I pull out a small pile of books. One, in particular has been a companion of mine for 20 years: British author Adrian Plass‘ book The Unlocking: God’s Escape Plan for Frightened People. Another book found a place in my pile just this past year, yet the author has many years’ influence in my life as well. This one is Preparing for Easter by another British author, C. S. Lewis.

Both of these books are meant to take us through an examination of our lives and the Lord with us, right up to Easter. Below are just two (very different) excerpts from these two books:

“When we see how all our plans shipwreck on the characters of the people we have to deal with, we are ‘in one way’ seeing what it must be like for God…He sees (like you) how all the people in your home or your job are in various degrees awkward or difficult; but when He looks into that home or factory or office He sees one more person of the same king – the one you never do see, I mean, of course, yourself …You also are just that sort of person. You also have a fatal flaw in your character.

All the hopes and plans of others have again and again shipwrecked on your character just as your hopes and plans have shipwrecked on theirs…God’s view [differs] – He loves the people in spite of their faults. he goes on loving. He does not let go. Don’t say, ‘It’s all very well for Him; He hasn’t got to live with them.’ He has. He is inside them as well as outside them. He is with them far more intimately and closely and incessantly that we can ever be. Every vile thought within their minds (and ours), every moment of spite, envy, arrogance, greed, and self-conceit comes right up against His patient and longing love, and grieves His spirit more than it grieves ours.”C. S. Lewis

“Father, Do I hurt You with my fear? Do I cut You with my cries of desolation? Do You sigh and shake Your head when I cannot understand? Do You long to make it better? Do You seriously consider abandoning Your principles? Do You sleep? Do You lie awake and think of me? Does Your pain roll across creation like thunder? Is it really finished? Daddy, won’t it be good when it is? Amen.”Adrian Plass

Do you have favorite books for the Easter season? Please share with us in Comments below.

2) Classical Guitar Wonderment – I don’t know how he does it, but every Friday, Nathan Mills of Beyond the Guitar posts a new video. His arrangements and performances amaze us all – not just family but friends, both here and around the world. You know I could go on…but I won’t. Here are his two latest arrangements:

YouTube Video – Full Metal Alchemist: Brothers (Kyoudai)

YouTube Video – Civilization VI: Sogno di Volare

3) Giving Place, Space, & Voice – I just want to salute you people out there who give place to others – at the planning and decision-making tables, who give space to others to come at solutions or strategy from a different worldview or frame of reference, and who give voice to those who might not find their voice otherwise.

You are true leaders and true servants. You are the kind of people we want to follow and make proud of us. You are those who create a family, a workplace, a community and a world where we can all realize our God-ordained purposes. Ambition, territoriality, mistrust, personal preference turn some away from such practices. To those of you who guard this discipline in your lives…this three-fold giving…thank you. Thank God for you.

Monday Morning Moment – A Space and a Place on the Team – Deb Mills Writer

How to Help Emerging Leaders Find Their Voice – Ron Carucci

4) Touches of Whimsy – What a joy it is to be going through your day and then, stop right in your tracks at a glimpse of something beautiful. Or an amusing turn of phrase in a conversation causes you to laugh out loud. The world, as hard as it can be, is also still full of whimsy. Just last night I was at a first birthday party for a wee one who was born three months early and weighed in at just over two pounds.  He is every bit a miracle baby. We spent most of the evening just staring at him. Of course, there were doses of adult conversation and lots of shared laughter, but his little chuckles lifted all our hearts…at the wonder of his life.

This week also a friend took me to a belated birthday breakfast. We tried this new restaurant in our neighborhood. SB’s Lakeside Love Shack. It was breakfast all day in the most whimsical little place. Here are just a few pics of what made us keep smiling with delight:

[Sidebar: In case you are my neighbor and you give this restaurant a try on my recommendation, just be advised that it’s not a diner (with diner prices), and it’s small (so crowded depending when you go). The food was delicious and the whimsy was a definite highlight.]

5) Food for Thought – OK, to be honest, I couldn’t decide on #5, so I’m just putting all the “bonus” finds right here.

C. S. Lewis Daily Twitter – “It does not matter how small the sins are provided that their cumulative effect is to edge one away from the light and out into the nothing.”

5 Secrets of a Utility Player: How to Hire for Indispensable – Karin Hurt

Don’t Get Seduced into Skipping Stones – Dan Lovgalia

7 Things Black People Want Their Well-Meaning White Friends to Know – Erin Canty

Photo Credit: Brene Brown Twitter

Screen Time Syndrome: Brain Images Explain Why Kids Are Moody, Impulsive & Can’t Pay Attention – Jacqueline

A Kick-starter Campaign by Composer Christopher Tin – the video itself is so beautiful.

This Restaurant Way Out in the North Carolina Countryside has the Best Doggone Food You’ve Tried in Ages – Shatley Springs Inn and Restaurant – Robin Jarvis

I am still buoyed by the incredible beauty of ice skater Yuzuru Hanyu’s performances in this year’s Winter Olympics to Notte Stellatathis one as part of the skating gala exhibition of all the medal winners:

The one below for us writers:

What’s So Bad About the Passive Voice?

That’s it for this week. Love you all. Be safe out there and gentle with yourselves…and each other. Please share below your favorite finds of the week. Thanks for following my blog. You are much appreciated at this house.

5 Friday Faves – Star Wars Christmas, Jimmy Stewart’s Prayer, Hamburger Joint, Liz Wiseman on Accidental Diminishers, and Pulling Up

It’s Friday. Well…it was. As I write, it’s pre-dawn on a snowy Saturday morning. Our first snow of the season fell last night, and more is expected today. Our youngest son and I took in the VCU Holiday Gala last night, walking to and from the parking deck in falling white loveliness. It’s been a family tradition for us for a few years now, but with precious babies and a heavy work schedule for Dave, it was just Dan and me. Still, so much fun.

That’s pretty much how this week has been. Unexpected alterations of days and the emotional highs and lows that came with them. Still…Friday came (and went…oops!). Welcome to Saturday, and hopefully you will find something here to lighten your load, make you smile, or remind you that we are all in this together.

1) Star Wars Christmas –Beyond the Guitar continues to surprise and delight with his latest arrangement. A mashup of Star Wars themes and Christmas carols. So fitting in this season and as Star Wars: The Last Jedi hits the big screen in a few days. Shout-out to the video directors – Tyler Scheerschmidt and John Shutika. If you love all things Christmas and Star Wars, you’re in for a treat:

2) Jimmy Stewart’s Prayer – What should come to mind is actor Jimmy Stewart’s classic portrayal of the consummate good guy, George, in the film It’s a Wonderful Life (1946). However, a short film entitled Mr. Krueger’s Christmas (1980) has a particular scene in it that is riveting. In the scene, Mr. Krueger finds himself present, along with the shepherds, at the birthplace of Jesus. It’s reported, Stewart did this scene in one take saying he only had one take in him. He talks to Jesus in this scene and at one point drops to his knees, overtaken by the moment, and stammers, “I love you…you are my closest, my finest friend.” Take 4 minutes and watch this sweet scene:

Mr. Krueger’s Christmas – 25 minute complete film

Jimmy Stewart’s Other Christmas Movie – Jeff Westover

3) Hamburger Joint – We all have our favorites, right? What’s yours? I have a few favorites, but when we lived and had babies in Kingsport, Tennessee, it was Pal’s Sudden Service. Both of my biological children probably have Pal’s hot dogs and fries in their original DNA. Their business model (see links below) is very forward-thinking without settling for trendy. Not just about the quality of the food but also about service and employee training. Pal’s is a total carry-out restaurant. You order not over a speaker but face-to-face with someone. By the time you round the building, in your car, of course, the food is ready. It’s so good, I doubt many folks get back on the street without grabbing a one of their fries out of the bag, and definitely not without their first long sip of Pal’s sweet tea. So good. Have you ever experienced Pal’s? Or another favorite? Please comment below.Photo Credit: Pal’s Sudden Service

You’ve Probably Never Heard of One of America’s Top  Burger Chains – David Landsel

Pal’s Sudden Service – Taking Fast Food to the Next Level – Gary Pisano

Pal’s: America’s Least-Known Well-Run Burger Chain

Using Pal’s Sudden Service Model Can Make You Famous for Service, Staff Retention – The American Genius – Roger Jones

4) Liz Wiseman on Accidental Diminishers – Who hasn’t read Liz Wiseman‘s book Multipliers: How the Best Leaders Make Everyone Smarter? Well, maybe you don’t need to read it. If you work with two or more people, this gem of a book is an excellent assist in helping you be better able to work wiser with those two or more. Revised since the original publishing in 2010, Multipliers continues to be timely. in a recent Leaders Get Read podcast, Wiseman was interviewed again about the the two ends of the spectrum at work – the multiplier and the diminisher.Photo Credit: Slideshare

Give it a listen especially if you haven’t read the book – she gives a great synopsis of the concepts. At 18 minutes into the podcast, Wiseman talks about the accidental diminisher. Those times when all of us, even being well-intended, do or say things that diminishes another person. I do that sometimes in tweaking a plan or decision made by another colleague or friend. Tweak, tweak, tweak. It happens in my direction when someone, even one who I know cares about me and what I bring to the table/relationship, communicates that I’m not needed or my input isn’t desired. Tricky. On a good day, this actually frees me to focus on other things; on a bad day, it causes all kinds of anxiety, insecurity, and paranoia (it’s true…hard to believe, I know).

Leaders Get Real Podcast – Interview with Liz Wiseman

Monday Morning Moment – How an Accidental Diminisher Becomes a Multiplier – Deb Mills Writer

Liz Wiseman’s Leadership Book On Multipliers – and the Story of a Multiplier in Our Lives – Deb Mills Writer

5) Pulling Up – Given my #4 fave, this has been a week where I have struggled with some low points. There were occasions where it’s possible I was an accidental diminisher (very sad face here) with people who should never be diminished. [Well, no one should ever be diminished. Full stop.] Then, also had a few experiences of being diminished myself. For me, in such situations, a downward spiral begins in my thoughts and emotions. Maybe you struggle with this as well. Often this shows up at bedtime and I find myself trying to sort out how to fix a situation. Finally sleep comes…and resolution begins when I “pull up”. Dave coined this phrase with me, and the family has taken it on as a reminder too. As with an out-of-control plane spiraling dangerously toward the ground, the pilot has got to figure out a way to “pull up”.

Photo Credit: Aviadarts

Two Scripture passages help me:

Bring every thought captive to what is truth.We tear down arguments, and every presumption set up against the knowledge of God; and we take captive every thought to make it obedient to Christ.”2 Corinthians 10:5

Focus your thoughts on what is true, honorable, right, admirable… – Finally, brothers, whatever is true, whatever is honorable, whatever is right, whatever is pure, whatever is lovely, whatever is admirable — if anything is excellent or praiseworthy — think on these things.” – Philippians 4:8

Pulling up may mean going to that person to sort things out. It can also mean just correcting course in our own thinking.

A God-send in this situation was finding an old lyric-rich and musically outstanding musical still available from the days of cassette tapes (1994). Saviour – the Story of God’s Passion for His People – the dvd is in my Amazon shopping cart right now.

Saviour – the Story of God’s Passion for His People  – composed/written by Greg Nelson and Bob Farrell (musical actually starts after 9 minutes of the above video – it is all magnificent; the solos depicting God and his creation are not to miss).

YouTube Video – My Heart Belongs to You – Whitney Phipps & Larnelle Harris [from above cantata]

YouTube Video – Larnelle Harris, Steve Green, Steve Amerson – “Kings of the Earth” [from above cantata]

Saviour – the Story of God’s Passion for His People – DVD

Bonuses:

Photo Credit: Micah Eckerd – Actually friend Joshua Griffin took the shot, but this is ALL Micah. Just makes me smile. A friend & a tree.

Harvesting Olives by Machine – If you’ve ever seen olive trees harvested by hand, such a machine would be amazing to have. We had an olive tree in our yard in North Africa, and just the work of pulling olives off that one tree gave us pause – thinking of all the olive groves near us and the hundreds of trees loaded with fruit.

A Spontaneous Christmas Pageant – No Rehearsal, everyone who wants to participates and this one with the script in rhymePhoto Credit: TheresaEcho

Monday Morning Moment – Are Customers Loyal to Your Company or to Your Employees?

OK, any of us familiar with Chick-Fil-A restaurants know the yummy goodness of their chicken sandwiches and waffle fries. However, the stand-alone deliciousness of the food can not actually be separated from the quality of customer service. If I lived in Lenoir, North Carolina, for instance, I would drive across town to dine at operator Mike Sheley’s Chick-Fil-A. His character, kindness, and community commitment infuse his staff. “It’s my pleasure” is part of their heart language and also our customer experience.

My loyalty to Southwest Airlines is similar. The free bag check and cheap fares definitely matter as I choose what airlines to book.  Then there is the customer service as fleshed out in Southwest employees like Candace Hewitt. She reached out to me, sitting at the gate, in a time of grieving over two years ago…and she still does from time to time.
That’s the kind of employee that inspires customer loyalty to a company.

Companies these days are often focused sharply on business processes that streamline innovation and the quality and availability of the product or service. Competition is a constant stressor.

What if we are missing the opportunity to nurture our hidden customers? The employees themselves.

Thought leader Michael Lowenstein researches and writes extensively on this. This making employees “ambassadors” of our companies. For those interested in exploring what he and others recommend, I’ve included links below.

In brief, if you’re thinking this might be an issue to address, here are Lowenstein’s recommendations for building such a workplace philosophy and ethic:

Some years ago, my colleague Jill Griffin and I identified nine ‘best practices’ for generating employee behavior which extends beyond loyalty to contribution and commitment.

1. Build a Climate of Trust – That Works Both Ways
2. Train, Train, Train and Cross-Train
3. Make Sure Each Employee Has A Career Path
4. Provide Frequent Evaluations and Reviews
5. Seek To Inform, Seek To Debrief
6. Recognize and Reward Initiative
7. Ask Employees What They Want
8. By All Means, Have Fun
9. Hire The Right Employees In The First Place

To build more of the first best practice, employee trust and empowerment, into the company culture, consider the following:

• Insure staff trust and empowerment are key values in the firm’s mission and vision statements
• Practice effective story-telling
• Create company rites and rituals that help reinforce the rewards of employee trust
• Maintain a free flow of information between management and staff to reinforce the trust factor and help prevent negative communication and gossip.
• Actively expose all employees to customers’ perception of experience value
• Teach senior managers the importance of ‘walking the talk’ and inspiring employee trust. – Michael Lowenstein

Whatever our company or organization, cultivating practices which enhance employee loyalty will yield the fruit of customer loyalty. Whether or not we can measure that, in the end, the former is a worthy goal all on its own.

Research: Are Clients Loyal to Your Firm or the People in It? – Joe Raffiee

Why Managers Should Care About Employee Loyalty? – Timothy Keiningham and Lerzan Aksoy

Does Employee Loyalty = Customer Loyalty? And, Did It Ever? – Michael Lowenstein

World-Class Customer Service – The Key Is Caring – Horst Schulze on a Culture of Service – Deb Mills Writer

Eyes on the Customer Experience Prize: Will 2016 Be the Year of the Emotionally-Driven Employee Ambassador? – Michael Lowenstein

Jeffrey Pfeffer: Why Companies No Longer Reward Loyal Employees – Eilene Zimmerman

8 Reasons to Keep Your Customers Loyal – Rama Ramaswami

Monday Morning Moment – Taking Care of Our High Capacity Employees and Volunteers

Photo Credit: Ben+Sam, Flickr

The Energizer Bunny is an iconic symbol of its own message: “It just keeps going and going…” Such is our belief in high capacity employees and volunteers. In fact, the default is never imagine these tireless folks could run out of steam.Photo Credit: Sarah_Ackerman, Flickr

They don’t usually. However, there are situations when their “keep going and going” is out the door.

Photo Credit: LinkedIn

This week, Carey Nieuwhof, one of my favorite leadership guys, pointed us to the 6 reasons he believes we lose high capacity volunteers.  

[High capacity: Nieuwhof describes these folks as those who “can attract other capable leaders; don’t drop balls; love a challenge; constantly overperform”.]

This content is easily generalized to the workplace.

Before we launch into Nieuwhof’s observations, let’s celebrate high capacity folks for a moment. Even as you read this, you may be thinking of a colleague or fellow volunteer who immediately came to mind. That person who stays long at-task after others have lost interest, determined to figure out the solution or finish the project. That person we count on to be “a rising tide that lifts all boats”. That person who carries the ball or puts all she has in the game as if the outcome depends on her. Dependable, tireless, and visionary. Like in the classroom, we in leadership roles too often focus on others more than these because 1) others are either more needy or more demanding, and 2) we figure these “energized” ones don’t need our oversight.Photo Credit: Pixabay

We communicate core values in this, whether we’re aware or not. Nieuwhof’s insight and counsel are much-needed in a high-pressure workplace or organization. For leaders who themselves are already stretched, we count on our high capacity folks to stay at the work they love and we focus our energy elsewhere. Actually, the return on such our investment here, as prescribed by Nieuwhof, would work to our advantage.

6 reasons you’re losing high capacity volunteers (employees)

  1. The challenge isn’t big enough. – When the role is too well-defined and task-oriented with little scope for a broader impact, high capacity individuals may lose interest. It’s less that they have to matter (to the larger organization) but that their work matters…and they can see that by the trust given to them in the challenge.
  2. Your vision, mission and strategy are fuzzy. – Nieuwhof defines these as: Mission is the what. Vision is the why. Strategy is the how.” If high capacity individuals are clear on the why, they can engage with the mission and go all crazy with the generation and execution of strategy. Leaders are wise to set vision and then let loose these folks to get after it.
  3. You’re disorganized. – Plenty of us struggle with being organized. It can come with the chaotic schedule of leaders and managers. As we work with our high capacity employees and volunteers, we are wise to focus on providing them with what they need to be successful (direction, resources, right people at the table – including those in charge, on occasion). As time-consuming as this may seem, the outcomes will always be worth it.
  4. You let people off the hook too easily. – Nieuwhof doesn’t mean this in a mean-spirited way. Without intention, we can find ourselves modeling a low-accountability, slacker-friendly work ethic. Not because it is what we value but because our own heavy work-load keeps us from moving our personnel (or volunteers) to the next level of performance. We talk about it (in meetings galore) but we struggle to truly expect it in a real (work)life situation. We keep depending on our high performers to carry the bulk of the workload. High capacity individuals don’t necessarily mind the work but they crave high standards. They see the value and want it for themselves and for those they work alongside. Again, not in a mean way but in a genuinely caring way.
  5. You’re not giving them enough personal time. – Ouch! Where on our full to busting schedules are we going to insert time to touch base with our high capacity folks? We’re talking minutes here – fractions of time in a workweek – that will yield way more than we think. Dropping a meeting or two off our schedule to add face-time with these individuals will speak volumes to how you value them and what they bring.
    “Unless you’re intentional, you’ll end up spending most of your time with your most problematic people and the least amount of time with your highest performing people. Flip that.” – Carey Nieuwhof
  6. You don’t have enough other high capacity volunteers (or employees) around them. – We make a grave error in judgment when we think our high performers just want to be left alone to do their work. These individuals are often energized by others like them. They welcome opportunities to learn from and encourage each other. Turn over large projects to these folks and give them the authority and resources to run them together. Then give them the perks of such responsibility – they present on the project; their names are linked to the project; they travel to represent the project. Is it because high capacity individuals need the recognition or significance such a collaboration gives them? No. They have already had the satisfaction of doing a good work with valued coworkers. What this does is to say to the company, organization or world that their bosses truly know and publicly value their contribution. That matters.

A lot to chew on on a Monday morning. Thanks, Carey Nieuwhof. Please write another piece on how you apply this wisdom in your own workplace.

[By the way, y’all, don’t miss the Carey’s commentary on his 6 reasons AND the comments at the end of his blog – so good!]

Blessings!

6 Reasons You’re Losing High Capacity Volunteers – Carey Nieuwhof

9 Phrases Bosses Should Say Often to Inspire and Motive Others – Marcel Schwantes

The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People – Gary Chapman & Paul White

The 5 Languages of Appreciation in the High-Tech Industry: a Tool for Engineers to Grow Soft Skills – Paul White

8 Bad Mistakes That Make Good Employees Leave – Travis Bradberry

Great Entrepreneurs Look After Their Employees

Photo Credit: Pixabay

Monday Morning Moment – Workplace Bullying

Photo Credit: Flickr

Just saying the word bullying prompts a memory and even a victim mentality. No one is immune from this experience, either being the target or the one targeting another. Bullying can sometimes beget bullying, but this doesn’t have to be the case. Understanding and intervening in damaging situations can turn the course of the experience for all involved.

Childhood bullying has been subject to much research and policy-setting in schools. What about when bullying happens between adults and in the workplace? What can be done there?

The Workplace Bullying Institute defines bullying as:

Workplace Bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is :

The Workplace Bullying Institute Definition of Workplace Bullying

When bullying happens in the workplace, we want to call it something else…controlling, rudeness, or maybe incivility. If we call it bullying, we must acknowledge that we could be a victim, or worse, we stood by and watched it happen without intervening. Or even worse, we could be confronted with the possibility that we, because of our commanding personality or position, have become a bullying adult.

I don’t think I’ve ever bullied someone else…but it is possible. When we find ourselves in a changing culture, we can change as well. A wise friend once told me, “A toxic workplace can corrode everyone.” I have, for sure, experienced workplace bullying. Especially early in my career. It’s never pretty, and even thinking about it today causes me to cringe. One situation was very private; no one knew but the two of us. A nurse manager was threatened by my role as clinical specialist and nurse educator on her unit. I had to learn to deflect and avoid confrontations with her (not in a frightened cowardly way but in a “wise as serpents, gentle as doves” way).

Another situation was when a physician wrongly accused me of misjudgment in patient care. This time was very public and he was determined to have me fired. I was not at fault (in fact, one of his interns elected not to act on my assessment of the patient which caused harm to her). Fortunately for me, the nursing chain of command was in complete support of my actions, and his rampage against me was neutralized. Whew! Bullying is costly.

[Sidebar: I don’t mean to disparage either person. Neither was a villain. They just saw things differently and chose to deal with it by coming down on me. I wasn’t a victim after all…especially in the second situation, the patient was the one who suffered during that blame-shifting. Bullying cuts a much wider wake than we think.]

Let’s think about our workplaces. Have we given into a workplace that mimics today’s “modern” culture – technology over humanity, coolness over experience, short-term gains over long-term legacy. Bullying doesn’t necessarily come out of any of this, except that our rules of engagement can change. Within that can evolve a level of incivility that gives birth to bullying, if we are not vigilant in preventing it.

Why “Modern” Work Culture Makes People So Miserable – Jeffrey Pfeffer

Refusing to ignore bullying and calling it out when it happens are crucial. This can be risky. We have to decide if we can handle the potential negative outcomes. If we don’t wrestle with the problem,  it can become commonplace and the silence is deafening.

“Words denied mean analyses not offered, things not grasped, surprise not registered, strangeness not taken in, all of which means that terrible mistakes are repeated, wounding ways of acting in the world never seriously reconsidered. The words’ absence chains you to the present, to what’s accepted and acceptable.”Tom Engelhardt

Am I wrong here? Is our workplace immune to what our culture is going through? The US is divided right now over how we are handling some huge social issues- racism, poverty, immigration, and potential national threats from outside the US. The media is peppered with Americans calling foul on what is perceived as bullying – from our leaders as well as special interest groups.

What is our recourse? One popular action seems to be to bully back…to villainize…to essentially return blow for blow. Social media is slammed with “he said, she said” hateful rhetoric. I’m so thankful for those who take a path of peace and wisdom (like the news story recently of 5 young people in our city who struck a blow for genuine rather than symbolic change. Transformative change).

Maybe, bullying in the workplace is hard to change because we as adults should be able to fight our own battles, unlike children who need help when caught up in this destructive cycle. We want our children to feel safe and to learn effective ways to deal with confrontation and conflict. In the workplace, we also want to have an atmosphere of mutual respect, purposefulness, and trust.

While insulating ourselves from bullying is one approach to deal with it, hopefully we can consider a more proactive stance. Many schools these days have a “No Tolerance” bullying policy. The students didn’t come up with that. It was people in authority advocating for them – parents, teachers, the school board. What would a “No Tolerance” model look like where we work? Who would set that in place? How would it work?

As peers, we can confront bullying and intervene with each other. However, to change a whole culture, we need those with greater authority to advocate for such a work environment.

Something to think about…and consider.

Please check out the links below – excellent reading on this weighty topic. Also if you have experienced workplace bullying or if you’ve known success in curtailing bullying in your workplace, please share in Comments below.

Anti-Bullying Week: Of Weasels, Snakes, and Queen Bees [Don’t miss the short video – clarifying & tremendously useful]

Infographic – 7 Facts of How to Deal with a Bully at Work – Catherine Adenle

Who Is a Workplace Bully’s Target? – Sally Kane

The Top 5 Threat Assessment and Workplace Violence Prevention Trends in 2017 – Arnette Heintze

75% of Workers Are Affected By Bullying – Here’s What To Do About It – Christine Comaford

The Hidden Toll of Workplace Incivility – Christine Porath

Monday Morning Moment – Principles of Execution – and Teams That Get It Done

Photo Credit: USAFA

Two workplace scenarios. The first is when either the manager or the team is super excited about a goal, and action items are determined and given to just the right team member and calendared for quick turnaround. Photo Credit: JSC

The second scenario is when either the manager or the team is super excited about a goal, then one or the other digs in their heels. The meeting ends with no clear shared responsibilities, no movement forward, no hope of change.Photo Credit: GangplankHQ, Flickr

Sigh…all the most excellent strategic planning can take place inside a conference room…and without execution. Essentially, nothing happened there.

I’ve had both kinds of team experiences and want to focus on the former one above. Talk about high employee morale when a group of colleagues operate as a finely tuned machine and the yield is high-quality productivity.

FranklinCovey is a leadership consulting firm. I discovered this firm through the book The 4 Disciplines of Execution authored by leaders in the firm.

The 4 Disciplines of Execution: Achieving Your Wildly Important Goals is written by Sean Covey, Chris McChesney, and Jim Huling.

When you go to the website, you actually are able to immediately grow in your understanding of how to influence execution in your company. The video below is an incredible teaching tool – 17 minutes of powerful content on execution:

In brief, their 4 disciplines of execution are:

  1. Focus on the wildly important goals (WIGs). The day-to-day operations always stand against those game-changer goals. Determine to be unyielding on the highest-priority goals (1-3 maximum).
  2. Act on the Lead Measure. [New terminology for me.] The lag measure is the goal itself. The lead measure is what you can influence to accomplish the lag measure. Lead measures are the leverage used to get to the lag measure (goal). Lead measures are “predictive and influenceable“.
  3. Create a compelling scoreboard. I appreciate the wisdom of this (Chris McChesney describes it so well in video above). The scoreboard is not for the manager. It’s all about the players at this juncture, and it should feel like a game. [Actually an element of fun and energy incorporated. What a concept!] The scoreboard would be simple, highly visible and the players (employees) should be able to tell right away from the scoreboard whether they are winning or losing toward meeting the goal.
  4. Create a cadence of accountability. Everybody is going to love this! 20-minute meetings are calendared every week, at the same time. All the people in the room have “skin in the game”.  This meeting is sharply focused on 3 things (related to the lead measures only): each person reports on the week before; reviews/updates the scoreboard; makes commitments for coming week. That’s it! How streamlined and forward-moving, is that?!

[ 4 points taken from the video above: 4 Disciplines of Execution]

Many years ago, I was on a work team that was given the responsibility and liberty to determine what else was needed in the formation of a comprehensive cancer center. We had many places already in place – excellent medical and nursing care, an engaged community, and a charitable foundation to provide extra resources for taking us to a state-of-the-art cancer center.

3 nurses – Kay, Kathy, and I – had the question to answer of “Why Else?” What else did we need? We worked together on the planning and execution of comprehensive support services and education. Each of us brought our own giftings – I had vision and ideas, Kay was an influential nurse manager, and Kathy was detail-oriented and had a gift for taking a project to completion. Some of the services that came out of those problem-solving sessions are still embedded deeply into the DNA of that cancer center today.

Ray Dalio, founder of Bridgewater Associates, presented some of his business principles in a TED Talk entitled “How to Build a Company Where the Best Ideas Win”.

Start at 6:17 minutes in (if you don’t want story and context), and you will hear his wisdom about the importance of radical truthfulness and radical transparency.

“One of the greatest tragedies of mankind: People arrogantly, naively holding opinions in their minds that are wrong…and acting on them, and not putting them out there to stress-test them, and that’s a tragedy.” Ray Dalio

“Collective decision-making is so much better than individual decision-making if it’s done well.” – Ray Dalio

Kathy, Kay, and I had that sort of team relationship – radical truthfulness and radical transparency.

Whether you are part of a team, or an independent entrepreneur, there are excellent principles here.

Finally, in Gerald Leonard‘s piece on Steve Jobs‘ principles of execution, Leonard listed 9 nuggets of wisdom:

1) Do what you love for a living.

2) Build partnerships that will turn into lifelong friendships.

3) Attend college to get an education not just a degree.

4) Join your local industry associations.

5) Experiencing other cultures will open your eyes to new worlds.

6) Find others who have complementary strengths and recruit them.

7) Don’t be afraid to recruit others that are stronger than you.

8) Practice CANI – Continuous and Never-Ending Improvement.

9) When one door closes, another will open if you look for it.

Principles of Execution 014: Insights from Steve Jobs on Visionary Leadership – Gerald Leonard

If you want to take an honest and critical look at your team or company’s success in operation, you have great helps here – in the FranklinCovey’s counsel, in Ray Dalio’s discoveries and in the philosophies of business leaders like Steve Jobs. I’d also like to add anything on teaming by Patrick Lencioni.

I would love to hear how you get to execution…because until you do, it’s just meetings upon meetings.

Please add in Comments below any other resources that have proved helpful to you in getting to effective execution with the added impact of high morale in getting to goal.

Get Better: 15 Proven Practices to Build Effective Relationships at Work – Todd Davis, FranklinCovey

The 4 Disciplines of Execution: Achieving Your Wildly Important Goals – Chris McChesney, Sean Covey, and Jim Huling

YouTube Video – The 4 Disciplines of Execution in a Nutshell

Patrick Lencioni – 3 Indispensible Virtues that Make Teams Successful – Dan Schwabel

Having a Team Scoreboard – The Table Group

Building a Healthy Work Culture – in a Season of Change, Uncertainty, and Dips in Morale – Deb Mills Writer

Monday Morning Moment – Social Capital – an Invaluable Resource We Can Develop – and a Tool to Help – Deb Mills Writer

Monday Morning Moment – Taking the Social Capital Challenge – 5 Steps Forward – Deb Mills Writer

Monday Morning Moment – True Humility in Leadership – So Not Cliché – Deb Mills Writer

The Five Characteristics of a Highly Functional Team – Dennis Hopper

YouTube Video – 4 Disciplines of Execution – Gwinnett Medical Center – This was personally very satisfying and encouraging for me. My dad was a patient at this medical center during the time when there were banners flying everywhere about it being one of the top medical centers in the country. At the same time, we family members stayed with him around the clock, because nurses did not come when we called, nor were other services offered with any communication that my dad or we mattered to staff. To see that they also came to recognize this was a problem and took effective steps to correct it was exciting.