The simple way to cut barriers down to size
If you’re facing a big barrier in your workplace, something that’s blocking your path forward, slow down and take a closer look. That insurmountable obstacle might really be a manageable speed bump. I experienced this in a literal sense when jogging on my favorite wooded trail recently. Everything was going fine until – what?! A newly fallen tree blocked the path. The tree trunk looked so out of place in sideways form. Big, too – too big to climb over. So I turned around and retraced my steps. A week later, I followed my usual route. I had forgotten about the fallen tree until – what?! There it was again, still blocking the path. I turned around around and headed the other way. Bet you can guess what happened the third week. Yep, I ran the same old route – and was surprised all over again by the fallen tree. But this time, instead of staring at the tree and being daunted by its presence, I looked left and right to find a way around. It took maybe a minute to push through the brush, along the trunk line, where I found a lower section. I climbed over and continued running, leaving that once-insurmountable barrier in the dust. So what the heck happened? Why did I bow to the barrier those first two times? And what does this tell us about our workplace barriers? For starters, the fallen tree was totally unexpected. After years of running in those woods, I had grown accustomed to every natural feature. It came as a shock to see an enormous tree lying on its side across the usually peaceful path – and the surprise seemed to fill all my thinking, to the point where I didn’t even consider going over or around. The second time, it had more to do with repetition. I had turned around after the first encounter, so I did it again without thinking. It seemed like the path of least resistance. That third time, I was no longer surprised by the sight. Nor was I so reflexive about turning around. I took time for a better look, studying the tree and terrain to check my options. The trunk seemed to get thinner on the right, and the brush seemed passable. So that’s where I went. Problem solved. Perhaps you’re pushing for some sort of change at work, but you’ve encountered...
Read MoreThe “power” model that explains organizations
Most of what happens in organizations can be understood in terms of two opposing concepts: power over and power with. Chances are you’ve experienced one or both of these first hand, without using the terminology. Perhaps you had a boss who told you what to do, who rarely asked for your input, who used subtle threats and fake praise to control your behavior. If so, you were at the receiving end of the “power over” model. Or maybe you had a “power with” manager who led with a meaningful mission, who favored teamwork and co-creation over command and control, who recognized and leveraged your strengths. Maybe your current manager fits this description. Maybe you are that manager. The huge distinction between “power over” and “power with” shapes every aspect of work life. For anyone who’s striving to improve their workplace, the power over/with model is essential for understanding what’s going on – and for uncovering current strengths and improvement opportunities. That’s why the following chart is so important. Use it to deepen your own understanding. Share it with others to prompt dialogue and group discovery. And use the resulting insights to identify practical steps that you and others can take to strengthen your workplace. POWER OVER POWER WITH PERSPECTIVE In these very different work environments, people see things in very different ways The world is viewed as generally hostile Scarcity: “I need to get and protect my share” Mechanistic: the organization as machine Zero-sum game Leader as lion Divide and conquer Manageable pieces The world is viewed as generally friendly Abundance: “There’s enough for everyone” Humanistic: the organization as social system Synergy: 1+1>2 Servant leader Strive to unite Chaotic whole PRIORITIES Here’s what largely determines how people go about their work in “power over” and “power with” workplaces Rules Procedures: How to do it Compliance Competition Extrinsic rewards, threats, and punishment Principles Mission: Why we do it Commitment Co-Creation Intrinsic motivation ACTIONS This is what you’re likely to see and hear Bemoaning what’s going wrong Fixing blame Dwelling on weaknesses Hoarding and selectively handing out key information and resources Telling stories of what’s going right Fixing processes Leveraging strengths Freely sharing whatever is necessary for the greater good RELATIONSHIPS Relationships are based on very different factors Fear Being fearful that others will lessen our power Skepticism: “You will likely mess this up” Apathy Trust Trusting others…and working to earn trust Confidence: “You will succeed at...
Read MoreYou’ll never believe who can HELP your change efforts
If you like to bring new ways of doing things to your workplace, you probably get frustrated by people who resist change. It’s tempting to push forward and leave those folks in the dust, but you know what? When the dust settles, they’ll still be there — and their resistance can harden into cynicism, apathy, and worse. So do the opposite. Reframe your view of resistance. See it as an opportunity to engage. Instead of avoiding your change-resisting colleagues, or ignoring them and hoping their resistance will somehow go away, spend more time with them. Ask questions. Listen closely. Hear their questions. Engage in dialogue. Try to understand their perspectives. Don’t try to sell them or bribe them to win short-term support. Rather, take time to uncover their underlying concerns. Together, look for ways to address those concerns when developing the changes and how they’re rolled out. Some people will still resist. But some of the skeptics will become genuine supporters and even partners in the change. They’ll bring all that extra brainpower and the emotional fuel to go with it. Their actions will even influence their friends who are still holding back. We won’t sugarcoat any of the above. It’s not easy and it can take more time. But it’s often the key difference between sustainable change – and the flash of temporary change followed by a return to the status quo. By Tom Terez •...
Read MoreMake your work sing – by boxing up your routines
One day I did the unthinkable: After playing piano for 25 years, I packed up my sheet music and stuck the box under the basement steps. I wasn’t quitting piano. Just the opposite. I wanted to learn how to play without the help of notes on a printed page. My first forays into “playing by ear” sounded more like “playing by fist.” I made noise rather than music. Even simple tunes proved to be difficult without sheet music. This went on for three frustrating weeks, but then it happened: I hit the steep part of the learning curve. My fingers woke up. They began to find the tunes. It’s more than a decade later, and my sheet music is still boxed away. I play most songs by ear, and I can get into a zone in which I make up my own songs spontaneously. It’s fun, it’s relaxing, and it keeps me busy at parties. Best of all, my relationship with the piano is entirely different. So are the results. Back when I needed the printed script, I was reading notes, hitting keys, and stringing sounds together. Now I’m fully making music. It used to be mechanical. Now it’s emotional. It used to be labor. Now it’s a passion. It reminds me of what goes on in the workplace. Like piano players who stick with their sheet music, many people follow the procedures, the written instructions, “the way it’s done.” They hit the keys. They read the notes. They go about their jobs in a mostly mechanical fashion. They use their hands, but not their hearts or minds. They produce, but without passion. Perhaps there’s an alternative. What if we boxed up our prescribed ways of doing things? What if we took “the way it’s done” and stuck it under the basement steps? What if we proceeded to improvise, approaching old routines with a new sense of freedom, choice, and possibility? It’s true that some jobs involve strict protocols: emergency services, industrial settings, hazardous facilities, and other places where health, safety, and security are the leading concern. Procedures need to be followed. But most jobs give people more leeway. If yours does, take it and make the most of it. There might be some noise and frustration at first. But if you stick with it, the result will be music to your ears — and to the ears of...
Read MoreTo build a better team, cite what’s going right
It’s the quickest and easiest way to improve your team. At the end of a meeting, when the group is still together and you have everyone’s attention, cite one thing that went very well. Take just 20 or so seconds for this. Be casual, but be specific. Here’s an example: “It was great how everyone weighed in with their ideas. We made incredible progress in just an hour.” Over the next few days, during a few of your conversations with team members, make the same observation. Phrase it a bit differently, but maintain the core message. “That last meeting was our best in a long time. With all of us adding in ideas, we got more done in an hour than a lot of groups get done in a whole week.” After you do this a few times, one or two people will be saying the same thing, guaranteed. And the words will become a new understanding shared by team members: When all of us participate, we get better results. At the next team meeting, if the opportunity presents itself early in the session, convey the same message once more. “That last session was fantastic. No one held back, and that made a huge difference. Here’s a handout with all the ideas we generated.” You can see what’s happening here. By reflecting back on one specific thing the group has done extremely well, the person is making it visible for all to see — and establishing it as a new team benchmark. The reflection technique doesn’t require special skill. It doesn’t take a lot of time. And you don’t need high-level authority. Anyone can do it — as long as they’re observant enough to see that one action, behavior, or quality that’s emerging as a team strength. Every team has at least one. So stay alert, call it out, and make it your team’s new norm. By Tom Terez •...
Read MoreGetting your ideas (finally) implemented
Coming up with ideas for improving the workplace should be a good thing. So why can it be so frustrating? “Few of my ideas are ever implemented,” one person told me recently. “It’s getting to the point where I rarely bother to suggest anything anymore.” If you can relate, don’t give up. There are specific ways to move more of your good ideas from drawing board to reality. • For starters, make sure your ideas aren’t all about things that other people should do. Come up with improvements you can implement on your own — and get them done. • With an idea where you don’t have the authority or ability to implement, take a second look. Perhaps you can narrow the concept to something smaller that you can do. Let’s say you’ve pitched an idea for having your organization survey its customers, but senior leadership is unresponsive. No problem. Just scope down your idea to something you can do: Conduct your own survey of your own customers. Others will take notice, some will follow suit, and your idea for an all-company survey is likely to get attention. • When communicating your ideas, speak to people in their preferred language. If you’re presenting to someone who’s obsessed with financials, lead off by explaining how the idea will benefit the bottom line. With someone who’s planning-oriented, show how the idea will help the organization achieve a goal. With someone who’s competitive, demonstrate how the idea will give the organization a significant edge. • If none of the above seems doable, engage in a little guerilla marketing of your idea. Start talking it up, especially with individuals who wield influence and shape opinions. Growing chatter among the right people will give your idea added credibility. The next time you come up with a great improvement idea for your workplace, you might be tempted to rush forward and tell everyone right away. Or you might be inclined to keep quiet because previous ideas went nowhere. Avoid both of these extremes. Instead, advance your idea with the more nuanced approaches described above. It will take more time, more thought, and more patience – but you’ll achieve much more...
Read MoreThis one word can change everything
Most workplace conversations have to do with what we’re doing. Or how we’re doing it. Or who, when, or where. What’s missing is why. With why questions, you rarely have easy answers. That’s what makes them so powerful. A good why can open the way to crucial discovery. Here are some examples: Why are we in business? Why are we doing it this way? Why can’t we do it this other way? Why don’t we get together with staff from ___? Why do people work here? Why would someone want to work here? Why was last year our best (or worst) year? Why do our customers pick us? Why does everyone else pick someone else? When used with skill and persistence, the word why is like mining equipment. It can help you dig deep and find rich insights. Take that first question: Why are we in business? When people keep digging with one why after another, they can tap into a meaningful mission. Even when nothing good is uncovered, that can be an important discovery in its own right. It can prompt a rethinking that leads to major improvement. It’s worth noting that this type of mining does not require special training or certifications. Keep that in mind the next time your colleagues are stuck on the surface with what and how. By Tom Terez •...
Read MoreSo simple: Turning noise into music
My penchant for playing a vintage Hohner accordion has not endeared me to my neighbors, but it has taught me an unexpected lesson about learning that relates to all of us. My father used to play the accordion. He played it well, brightening birthdays and livening up more than a few long-ago family gatherings. When he died in 2004, my sadness somehow steered me to eBay, where I bought an accordion of my own. It was the same model as his, but in mint condition. The day it arrived, I slipped on the shoulder strap and began to play — if you could call it that. I learned that nothing clears a room more quickly than an accordion in untutored hands. As the months unfolded, I practiced whenever I had the house to myself. Several times I played outside, on the back porch, but that ended when a backdoor neighbor sent a plaintive wail over the fence: “Shut up!” My playing improved, but something didn’t seem right. The accordion felt out of position despite the shoulder strap. A separate thumb strap helped stabilize the instrument, but that wasn’t right either, because the constant pull of thumb against strap was beginning to tear the leather. I kept practicing, but my playing hit a plateau. I tried harder, but got no better. That tear in the thumb strap got worse. Then something steered me to the Internet. YouTube beckoned, showing me the right way to handle an accordion. It took just five minutes to see the root cause of my problem: I was wearing the strap on my left shoulder when it should have been on the right. The moment I switched shoulders, my playing began to improve. The thumb strap stopped tearing, and my thumb felt relief too. Best of all, my family began to like me again because I was no longer tormenting them with my noisy determination. Was it a remedial correction? Absolutely. Should I have figured out the left-to-right switch instead of needing the YouTube assist? Probably. Do I care? Not in the least. I’m just glad to have made the discovery. The fact is, we all get stuck on plateaus at times. We all face situations where doing things the same way over and over might make things worse. We’d all benefit from an occasional pause in which we look around, learn from others, pinpoint better...
Read MoreHow a little change can recharge your batteries
Each of us (you, me, everyone) has barely scratched the surface of our potential. We live with too much of the same routine in the same environment with the same people. Different doesn’t always mean better, but it can be surprising, and it can teach us how to tap more of our potential. How’s this for a metaphor: I was using my camera recently when the batteries ran out. It happened at the worst possible moment, and I didn’t have extras. So I improvised in an unusual way, taking the two worn-out AA batteries and switching their positions in the camera. It worked! That instant change-up somehow delivered enough power for five more photographs. Isn’t that how it often works (on a much bigger scale) in life? You never know when a small change will boost your power and help you do more of what matters most. By Tom Terez •...
Read MoreHow to spring load your own improvement efforts
Want to kick some old habits and take on better ways of thinking, doing, and being? Then use the FROM-TO-HOW process to turn good intentions into positive action once and for all.
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