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On Being Productive: Tools, Techniques, Inspiration & Motivation
He who knows most grieves most for wasted time.
Empower Employees: Try 3 Before Me
“Do or do not. There is no try.” Yoda, Star Wars' Jedi Master
Change is in the Air
Fall
Leave Unsaid the Wrong Thing at The Tempting Moment During Organizational Change
Size Does Matter in Organizational Change
"I don't want to get to the end of my life and find that I lived just the length of it. I want to have lived the width of it as well."
Diane Ackerman, (1948 - ) Illinois-born poet, essayist, naturalist
Laughing Your Way to the Bank During Organizational Change
from a great post by Rosabeth Moss Kanter on the virtue of humor.
Three Questions to Assess Your Change Readiness
"The real act of discovery consists not in finding new lands but in seeing with new eyes." Marcel Proust, French Novelist (1871-1922)
People Never Care How Much You Know Until They Know How Much You Care.
"People Never Care How Much You Know Until They Know How Much You Care."
John C. Maxwell, (1947-) American author and speaker on leadership
Last week, I mentioned this quote in two radically different forums. While I know it is a powerful quote, and is quite simple in its power, I was a surprised how fully it resonated with both audiences. Of all the research and models and theories and ....everything that I prepared and brought to the table, it was this playground (e.g., simple) quote that had the most significant impact and was immediately acted upon.
I had three people follow-up with me to share that they changed their approach to difficult situations they were facing - to positive results - based on applying this quote. One colleague ('Bob') is in the midst of handling a difficult situation with someone ('Joe'). Bob is smart as a whip, super successful, and really wants to help Joe solve a tough problem. Joe hired Bob to do so. Unfortunately, all of the know how, models, tools, techniques that Bob has developed over the past twenty+ years were not helping him successfully navigate through Joe being a bully. Bob said that he and his team were nearing the end of their ropes on what to do next and that walking away from Joe was likely the next step.
Bob and I agreed that being bullied by Joe and tolerating his bad behavior wasn't working or productive for anyone. I mentioned the 'care' quote to Bob. "Does Joe really know how much you care about his success?," I asked Bob. I had a feeling that Joe didn't. If Joe really knew how much Bob wanted to help him - and that Bob could help him if Joe would act in a more productive manner, I was certain that Joe would come around. Bob reflected a bit. Fast forward a few hours to when I received this email from Bob:
"In case you were interested, the call went well with the Joe this afternoon. It was tough, because we had to shine a light on the elephant in the room that was being completely ignored (note from Sandy: elephant = Joe's bad behavior). Since Joe was seemingly unaware of the elephant, he was surprised. But, I think it also made him realize that this needs to be more of a partnership, rather than a bully relationship. I think we are in a better place, and I personally feel a whole lot better now that we have been real."
Ah, authenticity. Sometimes, putting your cards out on the table and being honest is the best way to show you care. In a way that your audience can understand, continue to show that you care before you show what you know. To be clear, Bob has cared from the beginning. Somehow, Joe wasn't seeing that caring. By being real, Bob was also letting Joe know that his bully behavior could and would no longer be acceptable to Bob and his team. Bob was letting Joe know that Bob cared too much about his team to let them be treated so poorly. (Nice job, Bob!)
Action
The Maxwell quote above sums up emotional intelligence and its importance in simple, playground terms. I link you back to an oldie but goodie on the importance of listening and how to actively listen. Remember: You have two eyes, two ears, and just one mouth. Use accordingly. When you (re-) read this post on how to be an active listener, what is most important is that you apply these techniques in ways that are authentic to you. There is nothing worse than someone trying to act like they are listening and caring when they really aren't.
Summary
Organizational change management is part art, part science, and executed one person at a time. And what matters most? Care. And show you care.
Using Values to Guide Business Strategy, Keep Employees Engaged and Grow Your Business
"The Cause is Hidden, But the Result is Well Known."
Ovid, Roman Poet (43 BC - 17 AD)
People today are focused on the global economic crisis, but Harvard Business School professor Rosabeth Moss Kanter sees also a global crisis of business.
Has the model of American capitalism that worked so well to raise the fortunes of millions of people last century hit a wall? In its place must arise a new model of the company, one that serves society as well as rewarding shareholders and employees, Kanter argues in her new book, SuperCorp: How Vanguard Companies Create Innovation, Profits, Growth, and Social Good.
Kanter, one of my top tier strategy and organizational change visionaries that I follow and learn from, shared key points and great stories at a leadership learning session I attended with my esteemed colleague from the Northern Trust Company, Jill Nabonsal:
1. Start with a Sense of Purpose. Lead with Your Principles and Values. Think about how you can apply your products and services to address the many unmet societal needs.
2. Be Open to Discussions. It is Not Your Words But Your Conversations that Matter. Allow for self-organizing, -governing -policing where possible. Give your employees a voice and you may be amazed what transpires.
3. Value Relationships. A Sense of Purpose Forms a Strong Basis for Your Relationships and Conversations. Start with 'Who I am, what I believe and what is important to me.' Speak of values first. Think of meeting others' needs before your own. (And you may be surprised how your own needs end up being met way beyond your expectations.)
4. Use Values to Reduce Risk. Having Values at the Core of Your Solutions Reduces Risk. Your standards seem too high? Help your clients reach the higher standards that you may set. Who wins? Who benefits? Your clients, your clients' clients, your team, you.
Here is a more detailed summary of the book if you are interested in learning more.
But can doing good keep employees engaged and grow your business? You bet it can. Stay tuned for my next post.
Loss: A Learning Opportunity with a Specific Purpose
"Should you shield the canyons from the windstorms, you would never see the beauty of their carvings." Dr. Elisabeth Kubler Ross, 1926-2004, Swiss-born psychiatrist and author
I have friends and family that are experiencing difficult losses of family pets. I've been revisiting Kubler Ross' five stages of grief to help me get a better sense of where these folks are in the grieving process so that I may better support them through each stage.
Brushing up on this model reflects what some of what my clients are experiencing. A merger of two companies with two distinctly separate cultures into one company and one culture doesn't happen overnight. People need to experience the Denial – Anger – Bargaining – Depression – Acceptance of the 'death' of their original company before accepting and embracing their new company.
Remembering to include organizational change frameworks and time to allow employees to move through this process. Don't fault them for their feelings. Instead take the time to learn how to assist in guiding them through the stages, if appropriate.
I'll end with another impactful quote from EKR:
"You will not grow if you sit in a beautiful flower garden, but you will grow if you are sick, if you are in pain, if you experience losses, and if you do not put your head in the sand, but take the pain as a gift to you with a very, very specific purpose."
ACTION: If you are experiencing an organizational change, develop a list of ten possible purposes / opportunities for you to learn in this change. The purpose is there...and it is up to you to find it.
