Shifting your mindset on the things you do—your job, your responsibilities, or your duties—can make a huge difference on how you approach tasks in the workplace and in your personal life.
All in Culture
If you’re a ‘workplace vampire’ it’s not your job that sucks—it’s YOU who suck!
Don’t hire brilliant jerks. The immediate boost in production is not worth risking the long-term performance and engagement of the team. Having these ‘bad apples’ in your team will eventually pull everyone else’s morale down, it will eventually affect productivity, and it will also deter good talent to join your team.
Avoid the line “We’re all in the same boat.” That is not true. We are NOT in the same boat. Yes, we are weathering the same storm, but we’re definitely not in the same boat.
Meetings are constant fixtures in any organization. Done well, meetings can be the center of collaboration, innovation, and engagement. To make the best out of our meetings, it’s important to not be complacent in planning, facilitating, and closing out a meeting.
Teamwork is the collective effort of every member of a team towards a singular goal or vision. Old Warwick’s story shows a different angle on the power of teamwork. This story shows how trusting that you’re not alone in your efforts is a powerful motivator for any individual to perform that a high level.
Our recent ‘dasher,’ Ashley, did something exceptional. Any organization can learn from her actions. What Ashley did was simple (does not cost anything), yet powerful. It doesn’t require much effort to do, yet it creates a positive experience for the customer.
You know that you’re in a good spot when you have disagreements within your circle. Disagreements lead to further discussion, investigation, and deliberation. Only then would you be in the proper state to make your decision.
Cultural champions are not just individuals who do well in the core functionalities of the job. These champions are fully engaged, dynamic, infectiously positive and energetic, as well as open-minded to change and innovation.
Paradigm is “the way you see something, your point-of-view, your frame of reference or belief.” Paradigms can be harmful. It can narrow your thinking and it can create biases that hinder development, progress, and growth. The only way to avoid these biases is to have a paradigm shift.
Like acquiring new technology, those bright and shiny objects, it is also tempting to acquire new, fresh talents outside of your organization.
Without the seamless and unquestionable connection between the three boards, there wouldn’t be a unified compass for each member of the organization, and those with whom they involve with to be business partners, to undeniably gauge their actions and if those actions align to what the organization stands for.
We all need to realize that we need to collaborate with others in the organization. Your talents and skills are irrelevant if you cannot connect with others, supplementing your skills with theirs. At the same time, we need to recognize that there will be others much smarter and more talented than we are.
During that afternoon’s talk, Quint talks about the flywheel and how this model help hardwire excellence and drive change within the organization. Using this model can help mature an organization to a point of growth momentum. Where is growth is sustained regardless if great leaders leave the organization. He illustrated the flywheel with three distinct parts: Passion, Skills, and Results.
In our journey to identify ways to motivate the folks whom we lead, it’s important to understand the three basic needs of every human—Competence, Autonomy, and Relatedness. Understanding the dynamics of the tree components will help us pinpoint the proper approach in attaining sustained improvement through motivation.
Having trampoline listeners across the organization is an imperative for continued growth and relevance.