Change, Priorities, and Possibility Walk Into a Bar…

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But in this scenario there is no punch line, there is just a punch to the gut. You see, for the last year and a half I have worked for an unbelievable leader, done meaningful work, and been part of a supportive and flexible team. Then last week it was announced we are merging with one of our competitors and our headquarters is moving to Texas. The good news is I have been in this scenario/bar before – the bad news is I hadn’t planned on returning, and definitely not so soon. So as I look to the new year, I will be raising my glass to change, priorities, and possibilities and making the most of this cocktail.

Managing Change.  You can’t actually manage change- you can only manage how you show up in it. I had the opportunity in my last acquisition to create a leadership blog and training series on Leading Through Transition. I am grateful I can dust that off and share it with Abra leaders.  I am excited to be part of our integration team and to learn some new skills through this merger. I am appreciative that I have time to figure out what’s next for me. I don’t believe things happen for a reason but I do believe you can be the reason opportunities happen when the unexpected comes your way.

Prioritize Priorities. I had already been toying with making “Important” my word for 2019. What is really important to me? Is that where I am spending my time? Did I treat each day and each person with importance? I love the 7F Wheel by Paul Batz and the Good Leadership team, and rely on my family, friends, and fitness to make my wheel- and life- roll. This change may cause a bump to my finances and my future, but if I have faith, have fun, and have my family, friends, and fitness I know I will be ok. As Stephen Covey wisely said, “The key is not to prioritize what’s on your schedule, but to schedule your priorities.”

Invite Possibility.  It has only been 7 days since the merger was announced. There are many possible possibilities ahead. As a planner – and let’s face it, control freak- I like to know the options so I can start building around them. I rationally know the short term will be ambiguous, so am choosing to focus on the long term. What do I want to do 5 to 10 years from now? What can I be doing today to start that journey? Who can I connect to and learn from?  The new year is always a good time to invite possibility and to imagine what else can be ahead.

My husband and I love wine and love touring vineyards. I really like this quote by wine maker Allen Sichel: “Wine is a living thing. It is made, not only of grapes and yeasts, but of skill and patience. When drinking it, remember that to the making of that wine has gone, not only the labor and care of years, but the experience of centuries.” Magic happens when you can combine skill, patience, and care. So here is a toast to change and to resetting priorities and reimagining possibilities in the new year.

 

Give the Gift of Leadership

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The holiday season is upon us. Diwali has ended. Hanukkah starts Sunday. Christmas and Kwanzaa are around the corner. People are already in full swing on their holiday shopping. Black Friday deals are everywhere, and we set a spending record of $7.9 billion on Cyber Monday. But your mom always said, the best gifts are free. You don’t need a gold card, or gold, frankincense or myrrh to be wise this season. Wise leaders will be giving their presence, their time, and their appreciation.

The present of presence. All of us multitask, yet according to a Forbes article, 98% of us are not good at it, and multitasking actually decreases productivity by 40%.The truth is we cannot be present if we are not fully engaged with those around us. Were you listening when your employee said they had to leave early to check on their mom? Did you ask why? Did you ask how you could help? Did you ask the next day how she is? When we are truly present with others we hear and feel what is important to them and show them that they are important to us. To give the gift of presence, you will have to give up some of your screen time for real life connection time. Gift giving tips: (1) Shut off email and phones during meetings and one on ones and give your team your full attention. (2) Arrive 5 minutes early to meetings, and check in with people vs. checking your email. (3) Block daily or weekly time on your calendar to connect with your team in their space. Don’t bring your laptop- focus on asking, observing, and learning.

The gift of time. We tend to measure our time at work by the number of meetings, emails, and tasks we checked off our list each day.  These are often urgent, but not important distractions that fill our time but are not fulfilling. What if instead we measured our time at work by the number of people we coached, the new ideas we learned, and the recognition we gave?  Our teams regularly tell us in engagement surveys they want more information, more recognition, and more development. So, let’s give them what they want – your time and insights. Gift giving tips: To give the gift of time you will have to give up on getting to the bottom of your inbox. Don’t worry, it’s an impossible quest. Instead work on putting these 3 tips into practice: (1) Save time by setting team norms around emails. This is a great list of ideas to start with. (2) Block your lunch hour every day. Yup- everyday. Take different people on your team out to lunch and/or connect with peers at an electronic free meal. (3) Use team meeting time to inform and engage. Select a few key topics to cover and use 80% of the meeting for brainstorming, sharing best practices, and problem solving.

Packaging appreciation. As you write out your holiday cards ask yourself, when is the last time I gave a team member a thank you card? Small, regular signs of appreciation have the biggest impact on engagement and loyalty.  A sticky note that says “Your presentation was awesome and so are you. Thanks for making a difference on our team.” will stay up in someone’s cube for months and takes seconds to write. One of my favorite managers gave me a subscription to a scrapbooking magazine because she knew it was one of my hobbies. It probably cost her $20 and 15 years later I still appreciate her thoughtfulness. Gift giving tips: (1) Add recognition as a 5 minute agenda item to your team meetings. Encourage people to thank each other. (2) Buy a pack of blank cards and keep them on your desk. Commit to writing out at least one card a week. (3) Ask your team what kind of recognition is valuable to them – we all like to be recognized differently, so customize your gift.

Make this season merry and bright by giving your team the gift of your leadership. The investment you make in being present, giving time, and showing appreciation will come back multifold. The best part of giving the gift of leadership is you can give it every day, and it never goes out of style. So, give it, celebrate it, and enjoy it all year long.

Tricks and Treats of Succession Planning

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It’s that scary time of year again. What ghost may come out of the closet and spook someone? Who is seen as both an angel and devil? Is the path we’re on a trail of terror? No I’m not talking about Halloween. I’m talking about succession planning. Just like our favorite October holiday, it is an annual tradition that tends to involve a lot of costumes, smoke, and mirrors. But there is a better way. HR plays a key role in identifying the tricks to make succession planning a treat. This mean focusing on your purpose, the process, and a playbook.

The trick? Be clear on the purpose. Before you deploy the next succession planning session, ask yourself, what is the purpose of this exercise? In fact, I encourage you to apply the 5 Whys. If your purpose is that it’s important to know our talent, ask why. Do that five times so you can strip it down to a skeleton and see what is essential to your organization. For some companies, the purpose may be accelerating people into leadership roles. But if your executive turnover is really low, beware- that strategy may come back to bite you. The last thing you want is to build a pipeline of supply with no demand. For others, it may be diversifying the skills and experience of your leadership team. Or perhaps it’s intentional rotation of talent across business segments. The treat? Aligning with your organizational priorities and gaining support from leaders. Too often succession planning lurks in the shadows of executives’ minds. A clear purpose makes it an essential business process that earns agenda time throughout the year.

The trick? Simplify the process. Be honest. If you explained your succession planning process to people outside the business world would it make any sense? I actually shared our process with my stylist once and her reaction was priceless- ranging from eye rolling  to confusion to horror. The same thing our managers feel when they see the Frankenstein processes we’ve built. We can dismantle this monster with a few simple questions. What data do we need? How will we use it? What can we measure? Why does it matter to business results? The treat? Moving from labels to data insights. One way to make this pivot may be to collect data on executive jobs filled in the last 12-18 months. What percent were filled internally vs. externally? For the internal candidates, what was their 9 box rating? For those filled externally, had internal successors been identified? Were they considered? Why or why not? This can be an insightful discussion and help leaders move the conversation from “he’s high potential” to “she’d make great future leader, but her lack of marketing experience is holding her back.”

The trick? Build talent playbooks. The first spell I’d like to cast is to banish all succession planning binders. I’m quite sure business strategies, customer engagement, and financial forecasting aren’t managed in a binder in your organization. Succession planning needs to be an active, interactive process and we can help leaders keep it alive by creating some simple plays for them to run. Tips on how to talk to their team about  performance and potential. Ideas on how to create meaningful development plans. Resources to help with mentoring and sponsorship. Forums to discuss cross team volunteer opportunities. The treat? Seeing succession planning earn the mindshare and timeshare of other core business processes.

Succession planning doesn’t have to be scary. It definitely should not be a life-sucking process. We can move this key talent process out of the dark by shining a light on purpose, process, and a playbook. So treat yourself- and your business- to a simpler, more sustainable, and more impactful approach to succession planning.

 

 

 

Renew, Reboot, and Recommit

Celebrate-Rosh-Hashanah-2015-Jewish-New-Year.jpgThis Sunday was Rosh Hashanah, the Jewish new year. It is a time to discover a new sense of possibility, a new belief in the gifts we have to share, and a new commitment to our dreams. When we think of Rosh Hashanah we focus on the religious traditions and personal interpretation of this holiday. However, I believe there are important leadership lessons tied to Rosh Hashanah we all can benefit from. I’d like to invite you to take a moment to renew, reboot, and recommit to a good new year.

Renewal. The days between Rosh Hashanah and Yom Kippur are called the Days of Awe. Many people believe that during these ten days, your fate for the next year is decided. That decision is based in part on your repentance during these ten days. This is your chance to right your wrongs, to repay your debts, and to make apologies so that you will be looked upon favorably. Imagine if we applied something similar in our workplaces. What if instead of an annual performance review we had an annual renewal process? Imagine if at your organization you set aside ten days and asked all employees to connect with their key partners to mend relationships. What if as a leader you took this opportunity to share with your team your personal lessons from the last year and to apologize for your mistakes? Think what your results might be if you invited everyone to renew their commitment to their team and to their work.

Reboot. Another Rosh Hashanah tradition is Tashlikh, where people toss bread crumbs into the water to metaphorically cast off behaviors or sins from the past, thus beginning the new year with a clean slate. This practice gives people the chance to reflect, to be introspective, and to let go of the things that are holding them back. What if we implemented reboots between projects at work? Today we hold project post morts to discuss what went well, what did not, and our lessons learned. Imagine asking those questions about our personal actions: What did I do well, what should I cast off, and how can I clean my slate for the next initiative?  Allowing time at work for reflection and introspection gives people the chance to cast off what’s holding them back and to accelerate future results.

Recommit. Tzedaka is part of the new year celebration and is translated as charity. But the deeper definition of this word means what kind of person do you want to be. We all know leaders that model behaviors that we want to emulate- or avoid at all costs. Think about the critical priorities for your business and your team right now. How do they need you to show up? What kinds of skills or behaviors are critical for you to meet your goals? Then think about building a plan around these ideas. What if we moved from IDPs to I will bes?  Make 2-3 simple, measurable “I will be” statements and post them publicly. Ask your team and co-workers to hold you accountable to these standards. Ask for their feedback on how you can move closer to these ideals.  Then at the end of the year ask for feedback on how you did and recommit to what you will do to continue to move forward.

Taking time to reflect on results and behaviors is an important practice. Building routines that give us a chance to pause and work on our relationships and behaviors is essential if we want to have a good year at work or at home. This month take a moment to renew, reboot, and recommit. It can help you set yourself up for a happy- and productive- new year.

Tri to Manage Stress

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I was attending this month’s Good Leadership Breakfast  and bumped into Lorrie Anderson – who took me to my first GLB meeting last year. She introduced me to her mentee, and commented to him, “This is the person I told you about. The one with the great fitness story about goals and stress.” So here’s my story… which is a story we all know well. Have you ever been asked to do a project that had big visibility, little clarity, and no executive sponsorship? This blog could be about all the reasons not to proceed with the project, but as we all know, sometimes that is not an option. This particular project was to develop a communications strategy for a global reorganization. Cool opportunity until I realized I was being ask to drive engagement and excitement on a project that had little traction or political support. The project was really getting to me, so finally I said to my coworker, I need to do something to manage my stress. So I’m going to sign up for a triathlon. I was a moderate runner, an occasional biker, and a basic swimmer. So what drove me to try a tri to manage stress? To get control of my sphere of control, to embrace risk, and to get comfortable with the uncomfortable.

Controlling my sphere of control. Your sphere of control has three distinct parts.  Think of it as three concentric circles. The center circle is the things you can control. That circle is surrounded by the things you can influence. That circle is surrounded by the things outside of your control or influence. I was drowning in that last, largest circle, obsessing about all the things I couldn’t control or influence and worried that both this project and I were going to sink. I desperately needed a new perspective, so I thought, I don’t know how I will accomplish this project, and I don’t know how I will accomplish a triathlon. But I do know that I can control my training. Removing your focus from what you can’t control is a critical first step in managing stress. Planning a triathlon moved me into my sphere of control. I started researching training plans. I mapped out a practice schedule. I got feedback from others who had done triathlons to get their advice. And by re-channeling all that anxious energy into productive energy, I was more patient with myself and the project. I found items in the sphere of influence for my work project and got some wins once I focused on my sphere of control.

Embracing risk. “If no one ever took risks, Michaelangelo would have painted the Sistine floor.” – Neil Simon. I love this quote and started to use it as a mirror for myself. I wanted to grow in my career, and I wanted a new challenge. Now that I had one, it was time for me to step off the steps of safety and get a new perspective. In a Forbes article on why risk is the key to innovation, they list some of the steps I took in my journey. I figured if I was going to do it, I was going to make it public to drive my accountability and creativity. Once I got the idea about doing a triathlon, I told a few friends. Then a few more. Then I posted about it on Facebook. Now people were watching, so now I was on the hook – I had to do this race. It also meant those friends were engaged with me- encouraging me, offering advice and supporting me. One of my stressors about my work project was I felt the weight was solely on my shoulders. Once I realized this project was not all about me, and that I had a great team around me, I started to get some momentum. Going to coworkers and admitting you are stuck and asking for their input is a great way to build awareness and shared ownership for a big initiative. It’s also a great way to get more insights and ideas than you could ever generate alone.

Getting comfortable with the uncomfortable. As I worked on this project, I realized my stress was tied to my fear of the unknown. What if the executives rejected this project? What if they didn’t? What might change once a decision on the reorganization was made? I was grasping on to the things that were comfortable and looking at how I thought things should be. Training for the triathlon helped me focus on the adventure. I hated (still do!) lake swimming- but I was going to have to get comfortable doing it. I was going to have to prepare that I would finish -and have a plan in case I didn’t. There were a lot of uncomfortable parts of my work project. So how did I push forward? One way to manage my stress was to look at what we could gain instead of what we could lose through this reorganization. Instead of shying away from  the worst case scenario, I looked right at it, and came up with various options – for the project and for me. Suddenly this project was less scary, and I was more confident.

I completed the YWCA Triathlon 5 years ago.  I went way off course in the swimming and lost a lot of time. I was pooped after the bike so had to rest before the run. But I finished, and I loved it. Now I set a fitness goal every year, to help me manage my stress and to push my comfort zone. Try something that pushes you. For me, I decided to try a tri to manage stress and was able to get control of my sphere of control, to embrace risk, and to get comfortable with the uncomfortable.

 

Who is Accountable for Accountability?

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We spend a lot of time in business talking about accountability.  Often the focus is other focused- how do we increase the team’s accountability? Why can’t that poor performer be more accountable? When will that partner/vendor improve their accountability? But instead of looking at the finger pointed at others, let’s think about the 3 fingers pointing back at us. As leaders, we are accountable for accountability. We do that by  modeling accountability, inviting accountability, and by expecting accountability.  Focusing on the actions and behaviors we need to do can move us from talking about accountability to creating it.

 Modeling accountability. The first step in accountability is for you as the leader to model it.  That begins with setting clear expectations. This starts with actually setting expectations. Does your team have clear objectives for each quarter? Where are they posted?  Have you shared your specific objectives for the quarter with the team? And your progress against them?  Research from Kaplan and Norton found that only 5% of the work force understand their organizational strategy. Not surprising given that their research also found 85% of executive teams spend less than one hour/ month discussing strategy.  Visual management is a simple and effective way to model accountability. Create a visual management board for your team- either a real board on a wall or a virtual one where you post the organizational goals, your leader’s goals, and your goals, and your teams’ specific objectives for this quarter. Start by focusing on your goals, and add a red, yellow, green box to show what progress you have made toward each of those goals. Update it weekly. Most importantly, be honest. It’s okay if you don’t have everything green- what you want to model is being transparent about results, openly discussing road blocks and challenges, and how to get back on track.  If you want others to be accountable, then they need to see that you are accountable – so make your accountability evident and open.

Inviting accountability. Think about what the end of the quarter looks like in your company. Do you/your leaders act like this quarter is the most important quarter in the history of the company- every quarter? Here is a list of the most common quarter end activities: Calling your team and reading them the sales results – even though they have the same report(s) you do.  Telling them you expect them to close the gap and then some, no excuses. Knowing their budget was unreasonable but driving them into the ground to meet it anyway. News flash: this does not create accountability, but it is a great breeding ground for resentment and disengagement. The word invite is intentional – you can’t force accountability and sustain great results. When people don’t buy into a plan and things head south, they jump off the race track and into the spectator seats. What you want to cultivate is a team who stays on the track and shifts into problem solving mode when they hit a speed bump. Inviting accountability forges a new road to results. Ask your team to create a quarterly plan that maps out what they will do to reach their key goals. Review them on a regular basis throughout the quarter. Shift the conversation by shifting your focus from the results (# new customers, satisfaction rating) to the inputs that drive those results. Ask questions about what’s working, what’s not working, and offer some coaching on what else they can do. End the session by asking them what specifically they will do before your next check in. And then at the next check in follow up to see what they’ve done. If people create a plan themselves, they are much more likely to be accountable to it. And you may just be surprised with the ideas they come up with.

Expecting Accountability. So let’s imagine that you have shared your goals and results with the team. You have created regular meetings to assess their progress toward their goals. And you see they are really trying. But one employee, Jim, is not consistently following through. He sort of works on his plan. He hits one or two of their goals. But he is more of a coaster than a go-getter. How you handle this will either cement or crack  your team’s commitment to accountability.  Accountability means everyone, for everything, all the time. Or it is meaningless.  Speak to Jim in clear terms about his performance, and the gap in his delivery.  Start with the facts: he committed on X date to Y deliverable, and to date you haven’t seen the results. Follow up with the impact: Because he has not completed Y, let him know the specific impact on his peers/customers/vendors. Then set the consequence. If Y is not done by Z date, he will be taken off the project. Given an unsatisfactory rating. Written up. Ask him to go back and update his plan with a new approach to hit the new date. End by asking what help he needs from you or others. Confirm his understanding and re-invite his commitment. If he doesn’t want to get on the bus, then work within a plan to get off it.  The team already knows Jim is not carrying his weight- and if you don’t do anything to address it, you risk losing both their accountability and their respect.

Being a leader means both enabling and expecting accountability. As the leader you assume accountability for the teams’ results. What you don’t want to do is assume that the team understands what it means to be accountable. Steven Covey says accountability breeds response-ability. You can drive accountability in your team and enhance their response-ability by modeling, inviting, and expecting accountability.

 

 

Excellent Integrations Start with EI

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Most of us have had the experience of working on some kind of integration – a system integration, a process integration, or a business integration. Usually we are focused on our intelligence pieces – our project plans, our schedule, and our time/cost savings. As a result, we often miss the emotional piece at the heart of this endeavor – the questions, concerns, and experiences of the team receiving our “intelligence.”  A recent Price Waterhouse survey found that gaining people’s confidence and commitment during acquisitions are the biggest challenge to successful integration. Yet only 45% of respondents said they were “completely committed” to integrating staff during the acquisition process. Improving our self awareness, managing emotions, and having empathy are the missing pieces to most integrations- and are needed to complete a project successfully.

Improving Self Awareness. In the Harvard Business Journal article, What Self Awareness Really Is (and How to Cultivate It), self awareness is like a two way mirror: it’s what you see and reflect internally and externally. Self awareness, not surprisingly, starts with self. It is understanding our values, motives, and behaviors, and how they impact others. It also means understanding how others view us.  Before charging in with your “intelligence,” stop and do some self reflection. Add the following to your project plan: How can my strengths help the team during integration? How could my development area impact the team? How am I viewed? How might that impact the project? Taking time to ask – and honestly answer- these question can have a huge impact to your integration.

Managing Emotions. Quick word association: What’s the first thing that comes to mind when I say Bobby Knight? Guessing chair thrower, yeller, maybe basketball came to mind. Winningest coach of all time (at the time of his retirement -902 NCAA Division I games) sadly is not usually our first association with Coach Knight. We all have emotions, and they are important to acknowledge. Managing emotions isn’t stuffing our emotions. It is creating a space between stimulus and response. We want Bobby Knight to be passionate. We just want him to keep four on the floor. We all have things that trigger us- that elicit a deep emotional reaction in us. The trick is not immediately responding to that stimulus. During an integration there may be a sense that the new team is resistant. That you are behind schedule. That the process/system changed, but you don’t see the expected improvement. Instead of charging forward, pause and practice mindfulness. Jon Kabat-Zinn defines mindfulness as “paying attention in a particular way, on purpose, in the present moment, non-judgmentally.” Mindfulness allows you to recognize what you are feeling – mad, frustrated, upset – which creates the space for you to take a deep breath and reset your approach. Add the following to your project plan: What emotions might I experience during this integration? How would I like to handle them? What will it take for me to do that? Creating awareness of your triggers before the heat of the moment can keep the integration from going up in flames.

Having empathy. Empathy is not sympathy. Empathy is understanding another person’s thoughts, feelings, and condition from their point of view, rather than from your own. So try it. If you were on the other side of the integration, what would you be thinking, feeling, and/or worried about? What might help you move forward? The word might is important — empathy is not based on the golden rule but rather the platinum rule: treat others as they would like to be treated.  How will you know what they want? Ask and listen. Ask the team what is important to team. What is on their mind? How can you be most helpful? You don’t need to agree with what the other person says — this is not about you, it’s about understanding them. Next listen to their verbal and non-verbal cues during the project and adjust your approach. Add the following to your project plan: How can I find out what this team wants and needs? Add a listening session to the project up front, and check-ins along the way, to be sure you continue to look at progress through their eyes, not just your checklist.

Integrations tend to be a GSD exercise. Successful integrations shift their perspective from Getting Shit Done to Solving Goals Together. Adding emotional intelligence to your integration puzzle will improve both your project and people results- and keep those pieces together.

Laughter Should Be Your Engagement Survey

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Think about the time and effort you currently put into your engagement survey. The hours reviewing questions, creating distribution lists, developing communications, executing the survey, and of course, action planning. What if I told you that listening for laughter in the workplace is an easier and more authentic way to get the pulse of your organization? Best selling author Dan Schawbel says engagement can be boiled down to four measures: happiness, purpose, belonging and trust. Laughter is a great way to measure each of these elements. So let’s engage in laughter.  

Happiness and Purpose. Wharton Professor and co author of Option B, Adam Grant, has a Ted Talk called Faking Your Emotions at Work. We all know we have to manage our emotions at work – keeping our cool under pressure, or smiling politely in meetings while that marketing guy drones on and on. But if we do this all day, it can be draining. Grant say, “It seems like the easiest way to cope is to tell yourself, ‘Well, this is just my job. I’ll pretend to be this person in this role when I’m at work.’ That’s called surface acting. It’s wearing a mask that you take off at the end of the day. It feels like the simple way to distance yourself from the role. But it creates a sense of being inauthentic, which can take a real toll.” Instead Grant challenges us to take the opposite approach. Tap into your emotions and ask yourself,  How can I make my work more meaningful? How do I find a sense of purpose in my job? Instead of being disconnected, be objective about your role and contributions. What do you love? What are you passionate about? Take off that mask and make real connections with your team.  When we play together, we stay together — and feel stronger connections. When people have tapped into their happiness and purpose you will see increased energy, creativity, and commitment—and laughter.

Belonging. Social science researcher Brené Brown defines belonging as “the innate human desire to be part of something larger than us.” She also says we know we truly belong “when we can present our authentic, imperfect selves to the world.” In Gallup’s article How to Bring Out the Best in Your People and Your Company, author Jake Herway states, “an organization full of employees who believe they belong is an organization full of employees who feel purposeful, inspired and alive — in other words, engaged. And these engaged employees are more productive and better performers.” When teams can joke about shared experience or problems they have created a social connection. So rather than asking in a survey “do you have a best friend at work?”, listen for laughter to gauge belonging.

Trust. In the Speed of Trust, Stephen Covey states that trust is rooted in credibility.  We earn credibility when we can laugh at ourselves. Trust also requires us to be self aware. Understanding how your actions are either trust builders or trust busters is a critical leadership trait. The stories you tell and the jokes you laugh at are barometers on whether you trust others, trust yourself, and/or are worthy of trust. Trusting environments invite us to be vulnerable, and when we feel comfortable, we are comfortable taking risks. When people laugh, they are in a relaxed state. They are open to new ideas because they feel safe. When we share laughter, we trust each other. And laughter deepens our trust.  As employee engagement expert David Zinger says, the shortest distance between two people is often a good laugh.  So listen for the speed of laughter to gauge your organization’s speed of trust.

Researchers found that by the time the average kid reaches kindergarten, he or she is laughing some 300 times each day. Compare that to the typical adult, who laughs 17 times a day.  Perhaps now that we’re all grown up we think we are way too busy to have fun. But studies show laughter allows our minds to juggle and connect concepts in a way that rigid concentration does not. We talk a lot about employee engagement, but really there is nothing fun in most engagement surveys. Laughter is a great pulse check for happiness, purpose, belonging and trust. So think about how you can engage in laughter in your workplace.

Spring Clean Your Mind

Spring cleaning

April usually brings thoughts of spring and renewal. Many of us have a ritual of spring cleaning – donating clothes the kids have outgrown and admitting we don’t need 6.5 pairs of scissors in one drawer. Spring is also a great time to bring a renewal mindset to our work. In the article Three Easy Ways to Spring Clean Your Work Life author Zameena Mejia says that we take in about 64B of information a day. This makes our brains feel like our hall closet- stuffed the the gills, no longer organized, and hard to open. It also makes it hard to be productive at work when we are in overload mode. Take the time to spring clean your mind by clearing clutter, creating focus, and having free space.

Clearing Clutter. Clutter can be both physical and mental. Start with the stuff that’s easy to see. Take a step back and think about how you would like to organize your work space. Give yourself permission to give away or throw away the books, papers, and even mementos you really don’t need anymore. Once you’ve made a dent in your office space try something radical – delete all emails over 30 days old from your inbox, sent, and deleted folders. Just do it. Freeing up that space is very liberating – and helps you to focus on the current tasks at hand. Learn some of the simple but awesome Microsoft Outlook rules to help you manage incoming emails more effectively. Now for the hard part. Clear the clutter from your mind. That project that didn’t go as well as you hoped. The nagging feeling you have that Pam in Payroll is upset with you. Make a list of the worries that are gnawing at you. Then crumple up the list and throw it away. Those worries are in the past. The question is, how do you want to move forward? You can choose to set up a meeting to check in with Pam. But if you don’t, then let it go. That issue no longer has a worry hanger in your mental closet.

Creating Focus. April means we are 25% through 2018. Have you accomplished 25% of your goals for the year? If not, how can you create more focus? Now is a good time to take out your annual goals and ask (1) Are these still the right priorities? (2) Am I making progress? (3) Where do I need to focus? One the best leadership tools I’ve picked up comes from the book The 12 Week Year. This book was written way before quarterly reviews became trendy. It challenges us to break our goals down into 12 weeks vs. 12 months. That means each week has more urgency to make progress towards your goals. It introduces a Periodization Plan to help you track and monitor your goals. I have been using this with my teams for the last ten years and it is a great tool to create focus.  Another key to mental focus is taking time to pause. If you are like me and love the idea of meditation but find it really hard to do, check out Buddhify. com. It is a great app for those of us who have a hard time slowing down. This is the most important step in your spring cleaning routine- so be sure to give focus some focus.

Creating Free Space. The only way to keep your spring cleaning stay clean is to ensure you don’t fill it with new clutter. In order for you to be your best self at work you need to have some downtime at home. Downtime is time when you are powered down and present. That may mean not working after dinner. Or not bringing phone in the bedroom. We all need some time of our day to be spent without a screen. We can also create free space by regaining control of our calendar. Instead of multitasking on a conference call, decline it and spend an hour focused on researching a key project. Block time on your calendar to read business and industry news. To be a leader we need time to think, not just do. Another great way to create free space is to work out. It doesn’t matter what you do or what level you are at. Engaging your body physically can unhook your mind and give you time to think about things in a new way.

I encourage you to make a commitment to spring clean your mind this month. It won’t make the MN snow melt, but it will help you with clearing clutter, creating focus, and having free space so you can spring ahead on your 2018 goals.

 

 

 

 

 

 

 

 

 

Encourage Courage

Courage Award

I was at the Good Leadership Breakfast this month, and the host was talking about an award that her family created – the Courage Award. It was a travelling trophy awarded to the family member that did something brave that week. I was struck by the power of that idea and started to imagine the impact of encouraging courage at work. Dictionary.com has three definitions of courage: (1) the power or quality of dealing with or facing danger, fear, pain, etc. (2) the courage of one’s convictions, the confidence to act in accordance with one’s beliefs. (3) take one’s courage in both hands, to nerve oneself to perform an action. There are some simple yet powerful things we can do in HR to encourage courage at work that will  help people face their fears, act confidently on their convictions, and take action.

Face Your Fear. Change in our personal and professional lives is a constant. So how can HR help our employees and leaders cope more effectively? It starts by acknowledging this reality. When working through a big change, like a spin off or layoff, or a smaller change, like a new benefit plan or PTO policy, talk about fear. Encourage people to discuss their concerns and worries, and help brainstorm solutions and options. Really listen to what you hear and be brave enough to respond. Be willing to change a plan or policy based on new information. Don’t be afraid of – or limited by – timelines and deadlines. Have the courage to do the right thing so that the project is done right.

Act on your convictions. Being an HR manager is a hard job. You wear a lot of hats ranging from coach, to project manager, to strategist. One of the most important hats you wear is as the conscience of the company. You have the unique position of hearing both what employees think and senior leaders are planning. And both parties are counting on you to serve as a bridge to the other. So listen, learn, and act. If you believe that the new values senior leaders are working on won’t resonate, speak up. If your gut says it’s the wrong time to launch an engagement survey, don’t do it. If you ever see sexist, racist, or otherwise disrespectful behavior or language – call it out. As Gloria Steinem said, “Whenever one person stands up and says this is wrong, it helps others to do the same.” Be the model of acting on your convictions for the organization – and help both employees and leaders learn how to follow your example.

Take Action. Franklin D. Roosevelt said, “Courage is not the absence of fear, but rather the assessment that something else is more important than fear.” A powerful way that HR can take courage “in both hands” is to focus less on communication change plans and more on change action plans. Work with teams to understand what is important to them. What actions help them achieve or preserve those things? How will they measure their progress? Celebrate their success? It is easy to have a talking head, senior leader video tell the organization about the benefits of a big change. It is impactful to understand the WIIFM from the employee and managers’ point of view and to help them to take action to achieve what’s in it for them.

The third Tuesday of October is National Face Your Fears Day. Consider making this an event in your workplace. Ask people to share how they overcame a fear or to discuss a fear they are struggling with. Create a Courage Award that you give every October to encourage courage at your workplace. But don’t stop there. Remember that courage is composed of big and small things every day. Most of the time these acts are invisible, but it’s time we shine a light on these examples. There are some simple yet powerful things we can do in HR to encourage courage at work that will  help people face their fears,  act confidently on their convictions, and to take action.