Categoría: leadership

Bumps, reactions and responses

Publicado en attitude, leadershipEtiquetado como , Deja un comentario
Photo by NeONBRAND on Unsplash

When we face bumps in the road, we have different reactions (was it my fault?, why the h*** did he/she do this? and we chose responses (what is the constructive way to solve this?).

Our success will depend on the «magnitude» of our reaction and the time until response:

(1) Something negative happened to us. It feels good to stay in this mode for a short time. But the more time we spend wondering, regreting about what? and Why? the less we will  be able to figure out how to move on. Allow yourself for a very short time complaining. Then, stop moaning, plan, act: solve it and get going. Leave negativity behind.

(2) Someone acted in a way (made, said, wrote….)  we didn’t like. The less time between reaction and response, the lower the probability of success. So, wait, do not send that email yet, do not make that phone call inmediately or do not explode during the meeting. Calm down, act being constructive and get going. Leave the negative feelings behind.

(3) We were requested to deliver something but we have no clue what is the approach  or we have not come up with any brilliant idea yet. Well, here procrastination might help (if we are not under a tight schedule). When we stop worrying, focusing too much and direct our effort and attention to different topics, all in the sudden THAT brilliant idea emerges from «nowhere». This is when it’s time to use all that «finally-I-came-up-with-something» positive energy in responding by creating something amazing.

We do not control everything that occurs to us, but (as we have said many times before) we are responsible for the way we respond.

Would you be able to translate these 3 modes into a formula?

Building community

Publicado en leadership, teamEtiquetado como , Deja un comentario
Photo by Josh Sorenson from Pexels

Definition of community: the condition of sharing or having certain attitudes and interests in common.

It doesn’t appear by magic. You create a community around something when you believe in it and focus on it with effort, consistency, dedication.

In Bruce Springsteen’s memoir we find an interesting fragment. After recording Born to Run, the E Street Band is about to give their first concert in London, abroad, first step out of their USA comfort zone. Here is what he says, his thoughts at that time:

«It’s Showtime. The audience seems reticent, the room feels uneasy. That’s my responsibility. You’ve got to let the audience feel that they’re coolly within your hands. That’s how you help them feel safe and free to let themselves go, to find whatever they’ve come looking for…». «Right now, I can feel myself caring too much, thinking too much about…»

That was the beginning of everything, of what he is today, what he has built along years. This is how he created a kind of community around music.

Recipe for a successful «sense of community:

Ingredients:

  • Care
  • Preparation
  • Caution
  • Respect
  • Confidence
  • Values

Instructions:

  1. Select the audience you feel your talents deserve
  2. Get ready, learn, be prepared for the next show
  3. Perspire, transmit with every action what you have learned, what matters to you (Values) and what you are able to do
  4. Don’t rush. Be confident. Be wary
  5. Go on, even more when you feel the stinch of fear
  6. Build that space where people will feel free to share, express their concerns

Make sure you have all the necessary ingredients and follow the instructions over and over again. Do not skip any step. The product is awesome, you will have built your community, where people will be eager to progress, move one step away from their comfort zone.

It is a slightly different formula for The Boss, but it works the same way. There is a special bond between him and some of the cities he visits. Able to create a special atmosphere at his concerts, where the public is part of a unique event.

Believe, work hard and you put your soul in what you do. You will succeed, eventually.

Giver or taker, which one are you?

Publicado en leadership, organizational culture, Sin categoría, teamEtiquetado como , , , , , , Deja un comentario

In the previous post Explanations, motives and timing. Actions talk about us, we took a look at the «Why, When and How»  that defines our truly personality. In today’s post I would like to elaborate a bit more on the Why, on its impact on us and what surrounds us (colleagues, organizations, society). As an essential ingredient of that «The Why» we see two different kinds of people:

Takers: Who are self-servers in there interactions: What can you do for me?

Givers: Most of their actions are based on a What can I do for you?

So, givers, they take the worst part in the P2P business of interaction between givers and takers. They put a lot of effort. They spend a lot of time trying to improve the team at a high cost for them. Bad for them, good for their organization. They are the key stone for team building, for collaboration and great motivators. But, be careful and remember that they need to be handled with care mainly when they are surrounded by Takers, because we can lose them. They can get frustrated.

We dedicate a lot of time and energy to our organization, there is a lot of us on their success or failure, on the speed of change, … And because we never leave a 100% our personal life out of the workplace neither who we are (behavior=our moral compass + our mood + background + a response to others actions + many other things) we can not afford loosing givers on the way.

Adam talks about 3 possible ways that will create a «net» of successful givers:

  1. Protect them from burnout
  2. Encourage help-seeking
  3. Keep the wrong people off the bus

I highly recommend you watching this TED Talk by Adam Grant, enjoy it.

 

Weaving your network. Weaving your web.

Publicado en attitude, leadership, Sin categoría, teamEtiquetado como , , Deja un comentario

When we talk about » our network», we usually think about it from a professional perspective only. But it is far more than that, it is a personal web formed with family, friends and occasional contacts not directly related with our profession or daily activity.

The network we have created is part of a greater thing, part of a Web, a “personal spider web”.

Built during years through different phases, in the earlier steps of creation, the family ties. Then, kinder garden, school, college friends. And finally those who we meet during our professional life. There is an invisible line that connects us with each of them.

 Our webs can be classified into two types:

  • Concentrated:

Tight&Strong links with and between the different constituents. We care about each of them (of course in different ways…). Its configured by those who inspire us, who teach us, … We dedicate to them time, to connect, to listen, we then, strengthen the link. Being at the center of this cobweb means that if we jump we will gain momentum, in case of troubles we will find help. As per its structure our web can do the same for others.

  • Dispersed:

 Widespread web, weak tights. We can care but we can’t dedicate enough time or just care about the number of constituents, no matter what. If we do not take care of each thread, if we don’t check out and fix when a problem arises, the quality declines. And finally, it can break.

 A concentrated web is more effective, from a professional and personal perspective. We should pay attention to what matters, and take care of it. Ensure that the invisible line is strong. By that, any time that the other’s web grows ours will do so.

 Every time we meet someone, we have the opportunity to include him in our network.

Forsake the fear. Work on happiness.

Publicado en attitude, leadership, Sin categoríaEtiquetado como , , , , Deja un comentario

Fear is something that we all experience in our life. Don’t be paralyzed, don’t comply. Take action.

 

When you remain in silence despite disagreeing with what is being said, you keep running in circles, you do something that you do not like, read during a presentation instead of interacting with the public, you are conservative in your approach to a problem solving issue, you do just as you are told or copy from someone who is average, it’s because of fear. And fear, always takes away a piece of happiness from us.

So, Every time… you start a project out of your domain, you speak up, you tell others when something bothers you, when you jump into the unknown, you take risks, you question things, you relocate, you ask when you don’t understand, you meet new people, you walk into a room where you know anyone, you change the approach after realizing that the previous one led nowhere… Every single time you do that, you are moving one step further from your comfort zone, without being aware of it. Firstly the feeling of uncertainty, a different kind of fear. Did I risk too much? What will be the outcome? Could I have done better? Ufff…

The more you move, the less you agree with simply being comfortable, with complying. (If it feels uncomfortable, it’s good: post)

And then, one day, all of the sudden you may find or see something that brings back to your memory that old version of yourself. And you realize instead of jumping into the void (as you feared you were doing), you are greater, better. With new fears ahead.

Stuck in a moment, but you can get out of it

Publicado en attitude, leadershipEtiquetado como , , , Deja un comentario

Did you find yourself banging your head against a wall for a while? That you are spinning around? That, you are stuck in a moment (like the song says), and you can’t get out of it? I have prepared 5 tips  for you that can be helpful.

 

1. Spare time: allow yourself have a blank morning, or an hour. Work hard, play hard. Sometimes we think we are so busy that there is not any room for fun. We need more space for peace of mind. More space for surprise. Let yourself think out of the box. Let your team do the same.

2. Trust. Towards others do not start a conversation with someone you have just met by judging. Expect the best from them, even more if you do not know them yet. They could be that difference you need. Build trust towards you, stay true to your standards.

3. Acknowledgement. Let others know when they did a good job done, when you liked it, honestly. Celebrate success, even more than when it is yours. Be proud, do not hide of what you believe in, or you do. Be thankful if someone makes a compliment.

4. Confidence. You could be that type of people who is an explorer, who does not stand by standards. If others think differently from you does not mean you are wrong. If you are not an explorer but a follower, do not tell the others they are wrong when they prefer to plunge into the jungle. Some of their bright ideas could bring you out of dark!

5. Listen. Always and mostly to who does not see the world as you do. You can always get the best advice from those who know you and might think alike. But open your mind. Could it happen that they show you something new? Or make you realize that there is a better approach for your project? Or that you just need to let it go and start from scratch?

You can never find alternative paths following the same road.

The 4 colors connection with teams productivity

Publicado en attitude, leadership, teamDeja un comentario
colors, mood and productivity

There is a connection between colors and mood. It can reflect the way we feel or we can use it to alter our current attitude.

Teams are comprised of individuals, so when we look at them we should see like a rainbow of personalities and moods. when it’s  single colored it impacts on the productivity.

We are not in the same mood every single day. It varies, it can be one color but slightly tainted with another. Or, it can evolve during the day. By the powerful «contagion effect» it’s possible that we accommodate our “emotional state” to the one that surrounds us. We will base this analysis in four basic colors.

Black:

  • Attitude: Negativity invades the team. There is no expectation of a promising future ahead of the team. It exists a Negative and defensive relationship among members.
  • Performance: Team is under-performing. Basic tasks are simply and poorly executed.
  • Response to change: They will see a new project as a threat to the status quo.

Blue:

  • Attitude: They are installed in a kind of sadness status, with no progress or change is expected in the near future. The team is worried by uncertainty. Collaboration is possible but with no remarkable results.
  • Performance: We are handling a non-motivated team, with low performance results.
  • Response to change: New projects, new ideas could bring excitement and motivation and finally change their behavior.

 

Yellow:

  • Attitude: A motivated team, sees the future as an opportunity, they are awaiting for new challenges. We can see a positive work atmosphere, collaboration is possible and positive.
  • Performance: Good, average performance.
  • Response to change: Will not take the lead, but actively participate in new topics. They will develop a functional solution to the issue.

 

Red:

  • Attitude: Highly motivated team, looking forward the next defiance. There is no need to promote collaboration, it is natural within the team, and everyone knows their role and play their part in moving the machine.
  • Performance: Will always exceed expectations. It’s always looking for the best results, and they go one step further.
  • Response to change: Will be leading and/or detecting new opportunities.

 

When we lead teams we need to be aware of what color is our team’s mood, of what is going on. Like this we are able to find the adequate leverages to change it. So we get the best from ourselves, the team and the Company. Only then we will give the ultimate service to our customers.

Work hard. Play hard

Publicado en attitude, leadershipDeja un comentario

Taking seriously our jobs is not incompatible with having some fun.

Work hard it will pay off later. I have heard this sentence quite a few times. I agree. But, I am pretty sure that if I asked «what is for you to work hard? » there wouldn’t be two similar answers.

Things that come to my mind when thinking about what is «to work hard«:

  • Keep your promises (easy to do?)
  • be gentle
  • learn new things
  • apply what you learn
  • be patient (when learning and teaching)
  • create a «space to fall»
  • allow yourself to fall, allow others to do so
  • be constant
  • keep your goals in mind, always
  • be active, don’t way to be assigned with a task
  • create something when projects are on hold
  • think out of the box
  • the toughest it gets, the biggest (and honest) your smile has to be
  • keep it simple
  • do not assume
  • follow your path, no matter what (ignore the «you won’t make it»)
  • try not to use negative language
  • do not betray your principles

And when it comes to the «play» part:

  • make sure you have time for friends, family and yourself
  • do positive networking
  • go out for lunch or for a drink with cool people
  • have some laughs
  • relax, meetings can be a bit more distended
  • make the most of your time out
  • meet new people
  • get surrounded by positive vibes
  • celebrate
  • do not take others (comments, behaviors,…) too seriously
  • smile, you are alive
  • participate in «not as what I usually do» events

Daily life is full of surprises, challenges, goals. Decide what you want, decide who you are (We will talk about personal brand) and Work hard. But do not forget to play hard, to make it easier, less serious. Make sure you recharge your batteries whenever and however you can.

The contagion effect (we can be heroes…)

Publicado en attitude, leadership, teamEtiquetado como , , , 1 comentario

Changing oneself is not easy, changing a group’s behavior is complex

Usually we think about transformation from a top-down perspective, change must be accepted, promoted and lead by top management. They believe in it, they act consequently, movement begins. But, there are times when this doesn’t happen or it is not enough. A Bottom-up approach is what it is needed.

But, Why is so difficult to change the way we do things? Why is even more complicated to change a Company’s values (through employees’ behavior)? Because of individual ATTITUDE.

Attitude, is what we bring from home, it’s how do we face life. It can be conservative, aggressive, positive, negative, … many things. Is it possible to trigger the change in your attitude? Of course it is. One I like to explore today is by «contagion».

«Contagion way» – «Contagion effect»:

  • Patient zero can no longer handle the current situation. It goes against his deepest principles, his/her personal rules. He chooses to stop accepting, tolerating, he chooses to change his attitude.
  • Patient zero always had a «different» attitude. Apparently with crazy ideas, deep believes.

Both patients end up being the one who isn’t like the others. Who goes against the tide. Despite fighting alone, being exposed, knowing they are observed, they keep going. They have a special freedom, the one that is given by consistency.

All of the sudden, another one decides to join patient zero.  To get infected. Now both are exposed. But, they keep going. Patient zero does not have to be a natural leader, he can be an occasional one. That is sufficient.

Do not try to infect everyone the very first day. It will take time. Just add more and more people to your different craziness. This will end up in a big group. That’s when it will become the new normal. This is when the old way will no longer be ok. A change in our attitude, the true transformation.

Act positively, be consistent, do never accept what goes against your principles. Your principles tell who you are, no matter where.

Take a look at this video, it adds movement to the contagion effect:

Leadership – contagious behavior

 

The more I observe change around me and the motives behind it, the more I like this topic.