Tag: Change

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Awesomeness in the World

The Platinum Rule

We’re all familiar with the Golden Rule: treat others as you would like to be treated. There’s a lot to be said for this, and while it’s definitely a philosophy that won’t lead you astray, I would argue that there’s another rule that will serve you even better: put out into the world what you would like to get back from the world. I suppose some would suggest that’s karma, but I think it’s a bit more proven than karma (which, for the record, I also believe in, but that’s another post), so I’m going to go ahead and make it the Platinum Rule.

Putting out into the world what you would like to get back from the world means you are an active participant in bringing things into your life rather than simply having life happen to you. You’ll find yourself surrounded by people who support your worldview – not in a mindless groupthink way, but by those who share your values. When you are genuinely interested in those around you, you will attract people who want to know the real you. When you are positive, you attract people who believe anything is possible. If you take risks, entrepreneurs and those who seek adventure will find you. If you enjoy talking about people behind their backs, you’ll find yourself surrounded by people who will be happy to talk about you when you leave the room. The Platinum Rule reminds us that we should treat people well because we value them as individuals – not just because we want to be treated well.

I am personally drained by negativity. I find it exhausting, unproductive and, quite frankly, not very much fun. I need positive energy – I crave it and thrive off it, and it seems a little greedy to want it and not put the same energy back out there. I find that the more positive energy I release into the universe, the more comes back to me. I find that the negative people aren’t much interested in being around me – believing that you can change your life and have a say in how things play out is equally exhausting for them. Karen’s post on beautiful awkwardness is a great example of the Platinum Rule.

So if you find yourself underwhelmed by what’s taking place in your life right now, consider exploring how you can put out more of what you’d like to see come back – generosity, kindness, strength, understanding, patience. I guarantee you it will be time well spent.

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On the Job

Continuity vs. Competition

Last week I facilitated an annual meeting of 60 volunteer leaders in New Orleans. It was Mardi Gras, so it was a special treat to be visiting the city at that time. But even more fun than being in New Orleans for Mardi Gras was the energy these volunteer leaders brought with them. Some would argue that they’re the next generation of leaders, but I think they’re today’s leaders. Sure, they’re newer to the profession than some of their colleagues, but that doesn’t make them any less capable, passionate or dedicated. In fact, in some ways, it makes them that much more qualified to be leading these discussions. When they talk about the future of where the industry is going, they’re talking about their future. They’re incredibly invested in ensuring growth and prosperity for the next several decades.

While the meetings are always productive, I typically enjoy the unstructured conversations over drinks and dinner much more. And New Orleans was no exception. Some of the local members were kind enough to host a reception for us, and I had a great conversation with one of their young leaders. She shared a recent conversation with me that she’d had with her boss. There hadn’t always been support for mentoring, and it seemed that sharing wasn’t a priority for the established professionals. They were talking about grooming the next generation, and she shared something I thought was incredibly profound, yet simple. Mentoring up-and-comers fosters continuity; it does not create competition. Her vision was that of a legacy for the organization — why wouldn’t today’s leaders want to leave a legacy of talent and performance that developed under their leadership? It’s an incredibly powerful legacy to prepare the organization for success long after you’re gone. So often we get caught up in what today is and where we are at this exact moment. Sure, mentoring someone takes time now, but the future rewards are more than worth the investment. Who can you help today to ensure your values live on tomorrow?

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Gabriel Inside My Head

If You Could Fly, Would You?

I don’t know how many people have gotten the opportunity to see Michael Keaton’s new film Birdman, but it is, to say the least, interesting. With a stellar cast that includes Zach Galifianakis and Edward Norton, the film follows washed-up actor Riggan Thomas (Michael Keaton), who, after turning down a fourth installment of his well known superhero role “The Birdman,” tries to re-launch his career by putting on a Broadway play which he writes and stars in. You can imagine how much heat he receives for even attempting to do this. Throughout the movie, it seems as though Riggan, constantly taunted by the voice of his Birdman character, has been blessed with telekinesis and the ability to fly. None of the other characters are ever around to witness this. This little motif struck me to be a representation of the internal battle we all have with our past selves.

Attempting to do something new and different can be scary and intimidating in the beginning – like all new challenges. However, in many cases, we can be our own worst enemy or obstacle when trying to move forward on a new path. From then on, a battle incites within. Like Riggan allowing all the critics and his fears to dictate his performance, we let outside distractions block our way and then may use them as excuses not to continue. But sometimes listening to the voice inside is just what we need. When Riggan ultimately gives in to the Birdman character, his “larger than life” movie star persona is revived. After his psychological transformation, Riggan puts on an opening show that turns each sour critic sweet and gains him the respect he sought so earnestly.

In the final scene of the film, we see Riggan’s daughter, Sam, find her father flying outside of the window. Riggan finally decides to let his inner Birdman fly. Hence, my title. If you have the opportunity to take that stomach-turning leap into something potentially awesome, do it. Don’t let anything or anyone stop you from trying to fly. Who knows? Maybe you’ll just soar.

– Gabriel Oigbokie

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Career Libby

What I Want to Be When I Grow-Up

My boss just recently told me that she is retiring after many years in teaching and over three decades in association management. We talked a bit about what she’s going to do once she doesn’t have to come to the office on a regular basis and she mentioned spending more time with family and friends, exercising, theater and the like. But the thing that sticks with me most is that she wants to live abroad in impoverished areas and teach little kids. Now, she’s got a pretty cushy deal right now: a big corner office, travel to resorts for meetings, teleworking, etc. To hear her talk about leaving it all behind and getting down in the trenches kind of threw me – I mean, that’s pretty cool. It also got me thinking, what the heck do I want to do when I grow-up?

I think this is a thought process much longer and complicated than I could (or should!) put in a blog post, but it’s definitely worth putting out there…if you could stop doing what you’re doing and do something else, what would it be? Certainly there are practical considerations – I’m never going to be a figure-skater or a whale biologist – but barring those (and a few others), there are a lot of possibilities. My boss went back to her roots as a school teacher…unfortunately, my roots are in food service and I don’t think I want to go back, but could I go forward? Could I finally work as a park ranger or red carpet security agent? Maybe, maybe not, but if I start thinking – and doing – now instead of waiting until I retire, maybe I can spend more time doing things that are closer to my heart and get closer to what Catherine talked about in “Loving What You Do.” I realize now that my boss’ plans are not just her own, but mine as well – she has created for me an opportunity for self-reflection and reshaping the direction of my own career trajectory…thanks, Anne. Now, excuse me while I search for open mic nights at my local pub…

-Libby Bingham

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Book Reports

Mind Your Wake – Lessons from Uncontainable

I’m currently reading Uncontainable: How Passion, Commitment, and Conscious Capitalism Built a Business Where Everyone Thrives. Sure, it’s a long title, but I think it’s understandable, considering how much awesomeness comes out of The Container Store. (Seriously, that store is my happy place. It’s unreal how much joy those organizational opportunities bring to me!) Kip Tindell, Chairman and CEO, shares his philosophies on what’s made The Container Store so successful, as well as stories that make you think you’re reading about someone’s family rather than a large publicly traded company. While a little corny at times, there’s still a lot to be gained in what he has to say. Kip devotes most of the book to the Seven Foundation Principles, but what struck me most was the notion he shared about being mindful of our wake – what we leave behind us as we move forward.

Being mindful of our wake. It’s a powerful visual that reminds us we’re not here alone, and that like a boat, our presence and movements leave a trail behind us, whether we’re around to see it or not. It’s not uncommon to be reminded that our actions affect others, but this comparison to a boat specifically addresses what we leave behind us as we move on, which struck me as a profound reminder we perhaps need a little more often. Even once we’ve moved on – be it geography, career or relationships, or even just in our own thinking – we’ve created waves that still exist. But how big are those waves? When we’re out on the open water, we speed up, leaving great waves behind us, but as we get closer to land, we’re warned to slow down so our wake will not harm others. We don’t always have much control over reactions that happen after we’ve left, but there are certainly things we can do to affect how disruptive our presence is.

Clearly there are times in our lives when it’s acceptable and even fun to create a large wake behind us, while other times we need to move carefully, not damaging what’s around us. And it’s important to know the difference so we can be mindful of our wake. How are you mindful of what you leave behind?

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On the Job

Knowing Your Customer

I was having a conversation with a new member of a senior team who has been with her organization just a couple months now. We were talking about several initiatives designed to make the organization more efficient. Many of them were not large, expensive changes, but rather, small improvements designed to make daily work faster and easier. One of the things we were talking about was the organizational phone list. A seemingly simple enough tool designed to help you reach one of the hundreds of employee who worked there. The issue, however, was that the phone list was organized by department and title.

A phone list organized by department is great if you know you need to contact someone in accounting about your new paycheck and may not know who, but less helpful if you’ve been pointed in the direction of Catherine Wemette, but don’t know her department. It’s also incredibly challenging as you’re getting to know these several hundred new people and you can’t remember Catherine’s last name after you were told you should talk with her.

Surely the goal of the phone list was to be helpful, but the customer had been lost in the development of the product. Sure, as someone who has been with the organization for a while, a departmental phone list probably makes perfect sense. However, taking the process one step further and thinking through all the possible customers would have perhaps resulted in the same list organized three different ways – department, first name or last name – or a dynamic directory that was searchable in a number of ways.

This is just one example of the need to put ourselves in our customer’s shoes to deliver what they really need. And if we don’t know, it’s okay to ask. What could you be doing just a bit differently to provide your customers with what they need, maybe even before they know they need it?

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Book Reports

The Heart of Change

I’m in the process of working my way through John Kotter’s The Heart of Change as my school book of the moment. Kotter has studied large-scale change in organizations over several decades and he’s found the science to support what many of us have found in our daily experience: successful change doesn’t lie in impressively presented facts and figures, but rather in the ability to get people to change their behavior.

Not terribly shocking, but it does seem to go against everything we’re taught to do in our companies. Gather enough data, present compelling numbers and get the boss to approve it, and you’re good to go. That’s the typical approach to change. That’s probably also the reason our change efforts fail more often than they succeed. (Kotter’s research indicates that about 70% of large scale change efforts fail.) And despite what conventional wisdom may tell us about keeping our cool and keeping emotions out of it, Kotter’s research shows the exact opposite. Appealing to people’s hearts is the most effective way to get them to change their behavior. And changing individual behavior is the only real way to effect organizational change. He summarizes this method of change management to: “see, feel, change.” If you can present a compelling visual to people – either an actual visual representation of the challenge or a compelling story – you’ll get them to feel something about what they’ve experienced. And only through those feelings will the desire for change take root. Their feelings spur them to take action, and the desire for change comes from within them, rather than being pushed on them externally.

I’ve got about two-thirds of the book left to go, but much like Kotter’s research demands, he uses powerful stories to drive home his points, and I’m looking forward to experiencing the rest of them. In the meantime, what is your change story demanding to be told? And who needs to feel it with you?

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Career

Tools for Change

I was working with a team a while back and we were focusing on how to strengthen their organization and make it an extraordinary place to work. Dozens of ideas were thrown around – ideas about the physical space, ways the staff could work together and program improvements the organization could make. They outlined how they might be able to get to this extraordinary level and what they’d need to get there. And while the rest of the brainstorming focused on technologies, training and structure, one person took a different approach. He suggested that they already had what they needed, but would have to nurture these things: nimbleness, humility, camaraderie, sense of humor, time and patience.

His observation stopped me in my tracks. He is, of course, right, but how many times do we blow right past these tools? Change and growth are not only much harder if you overlook human nature and our behaviors, but it’s also a whole lot less fun. People who are adaptable, humble, funny and patient are far more enjoyable to be around than their counterparts who lack those traits. And to make any real change, you need a group of people to be out there with you or supporting you. How are you using your humility, patience and sense of humor to strengthen your life?