What's the point?

"The problem with the rat race is that even if you win, you're still a rat"  Lily Tomlin

If you are doing work that you believe adds no value to yourself or others, it is easy to become frustrated or de-motivated. 

Take a moment and think about your goals and values.  Then consider how what you do in your day supports (or not) those values.

For example:

If you value good health; making the time to exercise is a good connection.

If you value kindness; making time to listen to customers and colleagues is a good fit.

Make a list of your top 5-10 values.  Think about those as you go through your day.  Seeing the big picture can make it easier to put up with little irritations. 

Flexibility is the key...

Q: How many times a day does something unpredictable or unexpected happen? 
A: All the time!
 
A key leadership skill is flexibility - the ability to adapt to changing circumstances.
This skill is the most challenging for anyone who values structure and predictability because for those people, unexpected change is probably a big source of stress.
 
To improve flexibility, consider your language.  Re-label tasks as ‘preferences’ rather than ‘must-haves’ and change your own expectations by removing the absolutes.  This can give you some room to flex.
 
For example:
I must have a perfectly clean kitchen when I leave for work.
Rewrite: I prefer to have a clean kitchen when I leave for work.
 
I must have all the answers when a customer or team member comes to me.
Rewrite: I prefer to have the answers, but know that I can be helpful in any situation.
 
I must have zero defects.
Rewrite:  I prefer zero defects but appreciate hard work and effort.

What are you really saying?

Sometimes our actions speak louder than our words.

Have you ever…

• Rolled your eyes at an employee's request or suggestion?
• Used sarcasm instead of dealing with the situation directly?
• Delivered negative feedback to an employee in front of the whole team?
• Shared bad news in a biting way?

These behaviors can embarrass an employee and that may take away their dignity.  
Be specific, be honest and be respectful.  People can handle the truth if it's delivered well.

Managing your Manager

I frequently get asked for tips on how to manage upwards.  Many people say they are micro-managed and they find it de-motivating.  Here’s my recommendation.

• Find out what motivates your boss.
• Find out how they measure performance.
• Seek to understand how much pressure they are under right now.  Chances are, the thing they are asking you about is critical to their boss and they are being measured on that success.

Then, help them.  Proactively go to them to keep them informed. When you establish regular check-ins, you get to choose how you present your message and you can eliminate their feelings of uncertainly about not knowing.
 
The bottom line is, if you give a person what they need to feel secure (data, details, updates, conversation, feedback, etc.) they can get on doing their job and they will be less ‘needy’.

It's The Most Wonderful Time of the Year...

For those with young children, back to school is just around the corner (woo hoo!). 

The kids are on the bus with their supplies for a new year.  What are you doing to celebrate in your office?
 
Idea of the Month: 
Set a goal for the team for this month (eg, get cell phone # of each customer when they call)
Each person who captures 10 new cell phone numbers gets ‘on the bus’
Every time they get another 10, they get to move further back on the bus (after all, didn’t all the fun happen when you got to sit at the back?)
 
Supplies you need: 
A picture of a bus (it doesn't have to be perfect, just a big orange outline of a bus will do)
A picture of each person on your team
Some tape
A dash of creativity or a team member who enjoys being creative!

The overall goal:  More cell phone numbers = better communication = better service.  

Hop on the bus, Gus!  

Saying no to 1000 things...

"People think focus means saying yes to the thing you’ve got to focus on. But that’s not what it means at all. It means saying no to the hundred other good ideas that there are. You have to pick carefully. I’m actually as proud of the things we haven’t done as the things I have done. Innovation is saying no to 1,000 things.”  – Steve Jobs

Seems to me this applies to all of us.  

When you are managing other people, are you trying to do 1000 things?  Are you asking your team to do 1000 things?  What if we let ourselves and others shine at one thing at a time?

This week, pick a priority for your team, broadcast it and reward them with acknowledgement for staying on task.

If they change direction due to a new, competing priority, that is also worthy of acknowledgment.  They had to make a choice, which is a key component of empowerment.  Reward that too!

It’s not what you say, it’s how you say it …

…except sometimes it is what you say.

Consider the difference in these two approaches:

Scenario 1:  “We’ve been over this before.  You don’t seem to get it. This needs to stop.”

Scenario 2:  “I know we’ve talked about this before.  I’d like to hear your perspective on why this is happening and what hurdles you might be facing that I can help with.”

Aim to be more like scenario #2.  Yes, the conversation might take longer, but chances are you will have one good conversation that leads to solutions - compared to ongoing, frustrating conversations with no end in sight.

‘Seek first to understand, then to be understood’  

People work better that way!