The End of A Quarter

The End of A Quarter

We made it through March — can you believe it?

2017 is already flying by, and at this point you’ve got a pretty clear idea (thanks to your fabulous KPI’s) of where you are trending on your 2017 yearly goals.

So, how are you looking?

Does it look like you’re right on track to be where you want to be?

As of today, are you looking like you’re a little ahead of schedule?

Or as you read the sentence above, did you have that sinking feeling in your gut of “Oh goodness — not another reminder that we are already looking like we are behind schedule?”

Over the next couple of weeks, we’ll be taking a deeper dive into how to make sure you’ve communicated what success (for this year) is to your team, accountability, and on change.

Hang in there — you’ve got this, and so does your team!

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The Slump

The Slump

You’re over half way there!

To where, you wonder…

You’ve almost made it through the January 2nd — Memorial Day SLUMP.

Have you even noticed that in March (and sometimes April too) you and your team feel a little on edge, and you are just longing for a day (or week) off?

WE HAVE!

And, we call it “the slump”.

You are on the longest stretch of the year where you and your colleagues don’t have a common day off. So even if you’ve taken a day (or two), everything else in the organization kept rolling.

So, what can you do to keep morale up?

Change it up!

Need some ideas:

  • Bring in bagels and coffee one morning
  • Create a count down for SOMETHING (even if it’s a small, common task that all of your Team has), and then celebrate when you hit it!
  • Let everyone go home early one Friday afternoon

It doesn’t have to be fancy. It is the little things that bring everyone’s experiences back together and say “I see you … thanks for ALL you do!”

Innovating Through Failure

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So, did you have a chance to think about your philosophy or failure?

If not, check out our post from last week to get you started!

Let’s jump back in!

To innovate, you must learn to fail well

How are innovators treated on your team?

How is failure treated on your team?

If your thinking is big enough, no failure should be total. You always learn something from it – whether it’s how to not do something, or maybe it’s extracting one piece of the project that did work, that was ingenious, and that can be salvaged for the next idea.

Don’t stigmatize the team that failed. The next innovators will be watching to see how the first team was treated.

Don’t get us wrong, failure is not the objective. Failure should not be celebrated – innovation and daring should be though; and often, the two come hand-in-hand.

Think about how you encourage or discourage innovation within your team.

Are you celebrating daring-ness on your team? Or are you the runner or the steam engine?

Do you stop and think about how your actions impact those around you and how you can improve?

Or do you blaze ahead – blindly and without thought or care for who and what is tossed in your wake?

This week, make a conscious decision to create something – to risk innovation. Because even if you fail, you will do so while daring greatly.

And — you just might succeed!

To fail is not really to fail – you’re merely collecting data points.

“It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.” – Theodore Roosevelt, 1910

 

First Block Quote from:  How Google Works. Schmidt, Eric and Jonathan Rosenberg. Grand Central Publishing, New York, New York. 2014.

Reinventing Failure

Reinventing Failure

In 1919, a young twenty-year-old was fired from one of his first animation jobs at the local newspaper. As rumor has it, his employer cited his “uncanny lack of imagination and creativity” as the cause for his termination. This wasn’t the last of his failures – a few years later he started his own animation company that he eventually drove to bankruptcy.

Out of these failed attempts to create something meaningful (and many more that we’re not listing), grew an idea and a dream. This same man later founded one of the greatest innovations in entertainment and hospitality that the world has ever known.

The Walt Disney Company.

Disney has been sharing Walt’s ideas, his creativity, and his passion with the hearts of people all over the world for the last 90 years.

How we fail is important.

What is your philosophy of failure? How do you innovate?

In our experience, most people do one of two things:

  1. The first person runs as fast as they can from every opportunity that could implode to escape from the feared collateral damage of failure. Their self-worth and value as a person and employee is so intricately intertwined in the success of what they do, that they are terrified to fail – so they never innovate. They never challenge.They never grow.
  2. The second type of person charges forward in most every situation. Like an out-of-control train, they never looking back and never realizing the impact of their actions, the people and things they harm, or asking questions about why this or that failed. They skip the step where they ask themselves “how and why did this happen?” or “what can I do differently next time?”

There is, however, a third type of person. A person who innovates – who has a strong philosophy of failure, and who daringly defies the status quo -all the while, learning, asking questions, being sensitive to their failures, but not letting the failures define their success. 

In 2009, Google launched Wave, a technological marvel that seamlessly integrated emails, messaging, social networking, and online collaboration for it’s users.

It was genius.

It was also a complete and total disaster.

By 2010, Google announced that it would be sunsetting the program, and discontinuing all future development.

By 2011, it was, for all intents and purpose, dead. The program never hit the mainstream, it never collected a critical mass of users, and it fizzled out almost as quickly as it was developed. The media lambasted the project, calling Wave an “overhyped bust and a tremendous failure.” And they were right – Wave was a flop.

However, the 60 person team at Google that worked on the project was praised internally. Each of them was highly sought-after for other high-profile, internal projects.

No one lost their jobs.

None of them achieved the creation of something that was successful, but each of them did push the boundaries of innovation. They created something new and different. They dared to think outside of the norm, and made something really special and unique.

Curious about what comes next? Us too!

This week take some time to think about your philosophy of failure and next week we’ll keep talking about how to reinvent your failure.

Handling Shame

Handling Shame

Last week, we talked through what shame can look / feel/ sound like in the workplace.

Our homework assignment was to identify where you’ve experienced shame and to see that shame is not just a word but something that all of us have experienced in our life.

So, take a deep breath – let’s jump back in!

Get a Handle On It

Shame crushes team member engagement. It’s the single-highest contributor to employee turnover. If it’s present in your workplace, and you don’t get a handle on it, then your organization will eat itself from the inside out.

The pathway out of shame is authentic and intentional vulnerability.

And, by vulnerability we mean openness – the willingness to share what you are really thinking and feeling.

Not just those thoughts or feelings that you think (or know) will be widely accepted, but also the ones that are a little edgier or that make you feel a little (or a lot) more open or exposed than you would really prefer to be.

Shame cannot live in vulnerability. They cancel each other out.

In an article for Fast Company, Brené Brown says:

When the culture of an organization mandates that it is more important to protect the reputation of a system and those in power than it is to protect the basic human dignity of individuals or communities, you can be certain that shame is systemic, money drives ethics, and accountability is dead.

Here are three ways to battle shame if you think it has a hold at your workplace:

  1. Think about it. Where is it impacting your workplace? Are there certain meetings, teams, or people that are encouraging this type of damaging behavior?
  2. Talk about it. Support others who have the courage to have authentic conversations about shame and acceptance in the workplace.
  3. Be patient. Though shame can be born in an instance, it’s not eradicated overnight. Be clear about your expectations regarding honest and vulnerable interactions. Model it. With the power of vulnerability, your culture can change from one of shame to one of thriving creativity, employee engagement, and innovation.

So, think about it and pick one person with whom you can choose to have an authentic conversation!

Want to Know More?

Check out Brené Brown’s book, Daring Greatly, a resourceful guide to wholeheartedness by honestly confronting your shame and invulnerability as a leader, teacher, parent, and human.