It's not always easy for managers to know what their role is during changes. Here are two big ones.
Topics: Change Happens
Raise your hand if this scenario sounds familiar: you’re 55 minutes into your one-hour team meeting to introduce a new change, you wanted your team to weigh in, and now you’re heading down a rabbit hole that you don’t think you can get out of. You know that one of two scenarios are inevitable: you risk running over and making people late for their next appointments, or someone is bound to leave feeling thoroughly unsatisfied. As managers, how do we get in front of this phenomenon while still giving people a voice?
One of our favorite ways to gauge buy-in is with an incredibly simple but effective tool: Fist to Five. If you’ve never heard of this, it’s based on a 0-5 scale, with the idea that you can take the temperature of the room simply by having people hold up one hand to display where they stand. Here is the scale that we recommend using:
Think back to the last time you suggested a new idea to someone else. It could have been as simple as a new recipe for dinner at home, or as involved as suggesting a new way to solve a complex problem at work. How was that information received? Did people go along with your suggestion, or were you met with resistance that surprised you?
In our Change Leadership and Change Readiness workshops, we often begin by polling the room and asking who thinks that they respond well to change. Here is what normally happens: a handful of hands go up immediately (maybe 1/3 of the room), some people admit that they’re not too fond of change, and most people will say that it depends. People are open to change when it directly benefits them, or better yet, when it was their suggestion. So what is a leader to do when a change coming from the organizational leadership is met with resistance?
Focus on Results, Not Tasks
In order to change results, you have to focus on the right things. Thinking about your day as a bunch of to-do's will get you nowhere fast. Instead, drive your day by the objectives. What are the results you are trying to accomplish and is there a direct correlation to the way you are spending your time? If your tasks don't roll up to a specific objective, seriously question their value. And if they do, prioritize and work the most important one first.
This morning I didn't follow my own rules and here's what happened:
7:00 Start pc
7:01 Dive right into email
7:03 Open email with fun blog title for website company
7:05 Peruse their website
7:10 Read everything the neuroscientist has ever written on the web
7:40 Consider 3 new business ideas; discard all of them
7:50 Decide to go to twitter to link with the neuroscientist
8:12 Wake up from a twitter-induced fog to realize I have lost the first FREAKING HOUR of my day!!!
How many times has this happened to you?
Topics: Productivity for All
It's time for your summer team meeting and you haven't even begun to plan it. Don't let your meeting be like the ones where the most memorable parts are the adult beverages consumed after the meeting!
The 5 F's will make your summer team meeting a phenomenal success with almost no time to plan:
So the 1st quarter is almost over and your motivation for the new year’s resolutions and healthy changes is wearing a little thin. The stresses of winter and normalcy have crept back into your life. Ok well that’s what’s happening to me anyway and I’m hoping I’m not the only one.
The vast majority of resolutions have gone by the wayside for everyone else, but not for us my friends! It’s time to double down with a few strategies to re-energize and re-motivate:
Topics: Productivity for All
I keep this quote on my office wall.
"When learning about life and people, make no more assumptions than are absolutely necessary. Ask and observe." William of Ockham, 1324
Over the years it reminded me time and time again, that no matter how prepared I can be to teach a specific topic, the most important component of that training is unknown until the class begins: the audience.
It's too easy to forget this when trainers and facilitators have been teaching a topic for a long time or leaders have become expert in their presentation material. Once we forget this simple rule, the lecture begins. Or, we roll out the same tired questions, expecting the same answers and we are fully prepared to respond to them, even before the question is complete. It is the stuff of deteriorating results in the classroom, and it can be deadly for our most seasoned trainers (myself included).
So, here are three tactics for keeping it fresh and different every time, based on who's in the room.
As 2016, kicks into full gear, I find myself trying to better understand the barriers that challenge me the most in achieving a wholehearted lifestyle. So I cycled back to the wisdom of Brene Brown and her virally-sensational TedTalk of 2010. It resonates as much today as it did then and I hope you'll take a minute to consider my favorite quotes and how they might apply to you (below) or even revisit the video yourself. http://bit.ly/202oJ4E (Brené Brown: The power of vulnerability | TED Talk | TED.com)