Bringing Our Work to Life

It has often been stated work is for work and if you want to interject something that is happening in your life, do that after work or during lunch, but work is for working.

While we see four generations trying to mix cultures in the workplace plus more telecommuting, virtual teaming, technology, and flex time, we are seeing a shift and the process may not be going smoothly in many cases. I’m not a fan of stereotypes but generally older employees are more resistant to change while the younger employees adapt quicker. The pandemic has forever shifted what work means to a large percentage of us. Some (many/most) companies may never return to the traditional Monday to Friday 8:30am to 5pm at your desk like a worker bee environment ever again.

Smile for the Camera

If you're like me, and millions of others, you spend your day working from home or on Zoom calls. This poses a unique challenge. I don't know about you, but I hate being on camera, so having meetings on TV makes me nervous and self-conscious.

But what is good culture? What does it mean to create a space people from all walks of life and demographics will enjoy and flourish? We know foosball tables and fancy coffee in the lunchroom isn't the answer. But blending generations, mixing perspectives, and allowing life to permeate your company will make it personal. 

How are you?

Through the last two years, we've all heard people say they can't wait until things get back to normal. This is now normal. Virtual teams, employees working from home, remote collaboration, and culture requires much more flexibility. 

The "new normal" featuring work environments with employees working remotely makes culture harder to define. But if we allow each other to bring some of our life to work on those calls and Zooms, we might see more of our work come to life.

It's worth a shot

________________________________________________________________

Remote Leaders

I've been reading about this and thinking about this for years. I have been fortunate to work with amazing collaborative insightful and giving leaders; I have also had some bosses. I think there is a definitive list somewhere but the way I view leadership is from the inside. Each of us has a different interpretation of what they need in their leader or how they want to lead.

In a time when we have 3-4 generations in a workplace, the one size fits all model won't work. Sales managers yelling at reps to make more calls, Marketing directors steadfast on their design over others, CEO's accountable to shareholders without focus on their employees to make those financial successes a reality.

Read The Room

And that room can be as granular as every single person in the organization. For some, they need a coach akin to the defensive coordinator who yells at their guys for missing the tackle. For others, they require a more personable calm approach.

The key to being a great leader, in my opinion, is twofold. First, you don't decide you're the leader; your team or company does. Second, your only focus is your team or company. Customers will show up if you create a culture of collaboration, respect, and strong internal customer service. Since most are working remotely, this makes the challenge of leadership even more important to master.

A great leader never has to remind people they are the leader.
__________________________________________________________________

What Makes a Great Leader?

I've been reading about this and thinking about this for years. I have been fortunate to work with amazing collaborative insightful and giving leaders; I have also had some bosses. I think there is a definitive list somewhere but the way I view leadership is from the inside. Each of us has a different interpretation of what they need in their leader or how they want to lead.

In a time when we have 3-4 generations in a workplace, the one size fits all model won't work. Sales managers yelling at reps to make more calls, Marketing directors steadfast on their design over others, CEO's accountable to shareholders without focus on their employees to make those financial successes a reality.

Read The Room

And that room can be as granular as every single person in the organization. For some, they need a coach akin to the defensive coordinator who yells at their guys for missing the tackle. For others, they require a more personable calm approach.

The key to being a great leader, in my opinion, is twofold. First, you don't decide you're the leader; your team or company does. Second, your only focus is your team or company. Customers will show up if you create a culture of collaboration, respect, and strong internal customer service.

A great leader never has to remind people they are the leader.
__________________________________________________________________

The Human Company

It’s been said for generations that bringing your life to work is frowned upon. It has often been stated work is for work and if you want to interject something that is happening in your life, do that after work or during lunch, but work is for working.

While we see four generations trying to mix cultures in the workplace plus more telecommuting, virtual teaming, technology, and flex time, we are seeing a shift and the process may not be going smoothly in many cases. I’m not a fan of stereotypes but generally older employees are more resistant to change while the younger employees adapt quicker.

This isn't to suggest comfy lounge chairs and basketball nets in the boardroom will create a collaborative culture but blending generations, mixing perspectives, and allowing life to permeate your company will make it personal and that’s a good thing.

Your team will reciprocate.
__________________________________________________________________

Human Business

It’s been said for generations that bringing your life to work is frowned upon. It has often been stated work is for work and if you want to interject something that is happening in your life, do that after work or during lunch, but work is for working.

While we see four generations trying to mix cultures in the workplace plus more telecommuting, virtual teaming, technology, and flex time, we are seeing a shift and the process may not be going smoothly in many cases. I’m not a fan of stereotypes but generally older employees are more resistant to change while the younger employees adapt quicker.

This isn't to suggest comfy lounge chairs and basketball nets in the boardroom will create a collaborative culture but blending generations, mixing perspectives, and allowing life to permeate your company will make it personal and that’s a good thing.

Make your organization human and your team will reciprocate.
__________________________________________________________________

Open Mind Policy

Think about your mentors, those people who have helped you and your career along the way. They found somewhere deep inside to motivate your strengths and help you realize your goals. They didn't make it about them, they didn't impart their goals on you. They pushed you to be a better you.

Malcolm Gladwell opines in his book Outliers there is no such thing as a self-made person. Those who have come before us have afforded us opportunities to succeed. None of us does this alone no matter how it may appear. Marcus Buckingham reminds us that we need to stop working on our weaknesses and focus solely on our strengths.

Imagine an organization where your good work is encouraged and your shortcomings are turned into prospects for others on the team who thrive where you may not.

Asking the Right Questions

How are you preparing your team for success and leadership? Is it a collaborative atmosphere or one of fear? Are strengths celebrated more than weaknesses highlighted? Does everyone have a clear vision on culture and objectives? Is your mind open to their opinions and ideas?

Balance and fairness look good on a well crafted business plan but in the heat of the battle, they can be tough to maintain. But they must remain top priorities because without them, you will be left with managers and bosses while leadership will be accidental at best. Success will left up to guesswork.

If you are in a lead position, make time for your people or watch the very thing you are working to build begin to crumble. Leadership is not on an organizational chart or an email signature.

It resides within every member of your team
__________________________________________________________________

Take it Personally

It’s been said for generations that bringing your life to work is frowned upon. It was clearly stated that work is for work and if you want to interject something that is happening in your life, do that after work or during lunch or the small talk portion of meetings, but work is for working. And if you had a problem with your kids, finances, parents, spouse, or another ‘life’ issue, those were to be left at the door as well.

But can anyone expect employees to spend a third of their life in robot mode? Well some do, which is short sighted. Igniting passions and embracing differences can garner remarkable results.

Doing Human Work

While we see four generations trying to mix cultures in the workplace plus more telecommuting, virtual teaming, technology, and flex time, we are seeing a shift and the process may not be going smoothly in many cases.

I’m not a fan of stereotypes but generally the older employees are more resistant to change while the younger employees adapt quicker. Yes, there are exceptions, but working all the time isn't healthy at any age.

Collaborate Openly

Fast Company published a short piece back in 2005 entitled Making Business Personal where they made the case of balancing time between life and work priorities which states; “Take more of these opportunities to make business more personal, and please don't think your professional contacts will think less of you. In fact, usually the opposite happens. In most cases, this blurring of personal and professional lives seems to be good for business and good for our families, our friends, and ourselves.”

Foosball tables and catered lunches don't create a collaborative culture but blending generations, mixing perspectives, and allowing life to permeate your company will make it personal and that’s a good thing.

Make your business personal and your team will reciprocate.
__________________________________________________________________

We are Outliers and Mentors

Think about your mentors, those people who have helped you and your career along the way. They found somewhere deep inside to motivate your strengths and help you realize your goals. They didn't make it about them, they didn't impart their goals on you. They pushed you to be a better you.

Malcolm Gladwell opines in his book Outliers there is no such thing as a self-made person. Those who have come before us have afforded us opportunities to succeed. None of us does this alone no matter how it may appear. Marcus Buckingham reminds us that we need to stop working on our weaknesses and focus solely on our strengths.

Imagine an organization where your good work is encouraged and your shortcomings are turned into prospects for others on the team who thrive where you may not.

Asking the Right Questions

How are you preparing your team for success and leadership? Is it a collaborative atmosphere or one of fear? Are strengths celebrated more than weaknesses highlighted? Does everyone have a clear vision on culture and objectives? Is your mind open to their opinions and ideas?

Balance and fairness look good on a well crafted business plan but in the heat of the battle, they can be tough to maintain. But they must remain top priorities because without them, you will be left with managers and bosses while leadership will be accidental at best. Success will left up to guesswork. If you are in a lead position, make time for your people or watch the very thing you are working to build begin to crumble.

Leadership is not on an organizational chart or an email signature. It resides within every member of your team, so maintain an open-mind policy.

The results will astound you.
__________________________________________________________________
Kneale Mann | Leadership Strategist, consultant, writer, speaker, executive coach facilitating performance growth with leaders, management, and teams.

webster

Workplace Perspective

We live in an era where there could be four or five generations in your company. This creates an interesting tapestry of experience and viewpoints which can be both a challenge and an opportunity. Senior leadership could be in their 50's and 60’s while new recruits might be starting their career.

Older stakeholders may remember a time when we got our news from a paper and phones had to be hardwired into a wall while younger employees communicate and share through their mobile devices with ease. Junior associates may work quickly through the social web and shorthand texting while management who have been in the workforce for decades may want it to be the way it’s always been.

View From the Top

Some senior leaders experience difficulty keeping up with the velocity of today but often forget they were once the new stakeholders who were trying out the new channels and concepts of their day. We are seeing thousands of people retiring every day yet those numbers aren't being replaced in the younger demos at the same rate. This is creating a talent shortage and generational shift. Mitch Joel in his book Ctrl Alt Delete suggests we need to reboot our businesses and our lives depend on it.

When we speak with companies about their key issues, talent acquisition and retention are usually high on their list. They want the best and they want to keep the best. I’m sure you’re the same. But if we don’t grasp that our perspective is not the only one available, we can struggle with what other generations may want and need. But with ongoing education, we can help each other learn from each other.

Age and Perception

Culture can be demographic, geographic, or psychographic. It is the characteristics of a particular group of people, defined by everything from language, religion, cuisine, social habits, music and arts. And as leaders, we need to recognize the different standpoint within our organizations to tap into its greatest potential.

If we want to improve our companies, embracing and celebrating our differences can be well worth the effort.
__________________________________________________________________
Kneale Mann | Leadership and Culture strategist, writer, speaker, executive coach engaging leaders, collaborative teams, and strong business results.

creativecow

Business is Personal

It’s been said for generations that bringing your life to work is frowned upon. It was clearly stated that work is for work and if you want to interject something that is happening in your life, do that after work or during lunch or the small talk portion of meetings, but work is for working. And if you had a problem with your kids, finances, parents, spouse, or another ‘life’ issue, those were to be left at the door as well.

But can anyone expect employees to spend a third of their life in robot mode? Well some do, which is short sighted. Igniting passions and embracing differences can garner remarkable results.

Human Work

While we see four generations trying to mix cultures in the workplace plus more telecommuting, virtual teaming, technology, and flex time, we are seeing a shift and the process may not be going smoothly in many cases.

I’m not a fan of stereotypes but generally the older employees are more resistant to change while the younger employees adapt quicker. Yes, there are exceptions, but working all the time isn't healthy at any age.

Collaborate Openly

My friend and colleague Mitch Joel has said for years that he doesn't believe in the old saying - this is business, don't take it personally. He and his partners deliver to clients while providing a creative atmosphere for their staff and they take that personally.

Fast Company published a short piece back in 2005 entitled Making Business Personal where they made the case of balancing time between life and work priorities which states; “Take more of these opportunities to make business more personal, and please don't think your professional contacts will think less of you. In fact, usually the opposite happens. In most cases, this blurring of personal and professional lives seems to be good for business and good for our families, our friends, and ourselves.”

This isn't to suggest comfy lounge chairs and basketball nets in the boardroom will create a collaborative culture but blending generations, mixing perspectives, and allowing life to permeate your company will make it personal and that’s a good thing.

Make your business personal and your team will reciprocate.
__________________________________________________________________
Kneale Mann | Leadership and Culture Strategist, Writer, Speaker, Executive Coach engaging leaders to build successful talent and profitable business.

itsmylife

The Soul of Leadership

While the U.S. is embroiled in election chatter, it’s interesting to watch the topic of leadership being tossed around like a pawn on a chess board. Many claim they are uniquely qualified to lead so let’s dig a little deeper into what it all means.

Think about your mentors, those people who have helped in your life and career along the way. They found somewhere deep inside you to motivate your strengths and help you realize your goals. These aren’t people who did your work for you but pushed you to do your work better in your way. You may have in turn become a mentor for others which brings tremendous satisfaction.

What Leadership Means

Leading without a title is the suggestion of Robin Sharma or as a mentor once said to me; "do the work and the gig will follow". Tony Robbins says we need to be armed with the strategies to accomplish our goals while getting out of own way. Most of us nod our head in agreement but we’re often left wondering how to actually do that.

Malcolm Gladwell opines there is no such thing as a self-made person. Generations past have afforded us opportunities to succeed. None of us does this alone not matter how it may appear. While Marcus Buckingham reminds us that we need to stop working on our weaknesses and focus solely on our strengths. Imagine an organization where your good work is encouraged and your shortcomings turned into prospects for others on the team who thrive where you may not.

Important Leadership Element

Envision your company as a family unit. How are you preparing your team for success and leadership? Is it a collaborative atmosphere or one of fear? Are strengths celebrated more than weaknesses highlighted? Does everyone have a clear vision on culture and objectives?

Balance and fairness look good on a well crafted business plan but in the heat of the battle, they can be tough to maintain. But they must remain top priorities because without it, you will be left with managers and bosses while leadership will be accidental at best. If you are in a lead position, make time for your people or watch the very thing you are working to build begin to crumble.

Instead of "lead, follow, or get out of the way", how about we all lead and see how that goes?

Kneale Mann

image credits: thechessworld

Human Behavior And Other Assumptions

There is much chatter these days about action. Amid tough times we must find better ways to move forward. One of the best ways is through integration.

This is not about product placement or infomercials or sales calls or hidden agendas. This is about entering every relationship at as close to the beginning of a project as possible and being aware of the needs of everyone involved.

Something To Remember
Recently a colleague was frustrated with a customer because she kept changing her mind then asking for more time to make a decision. Too often people would rather avoid the short no by giving you a long maybe. Too often we want to lay hope in the maybe that it will become a yes.

In this case, it was too early in the process but my colleague did fail to remember one crucial word that best described this person – customer.

They Owe You Nothing
Most of the time a viewer, customer, listener, visitor, colleague or friend will make the decision that best suits their needs when it is convenient for them. We shouldn't be surprised, we operate the same way!

All the data in the world is useless without action. All the suspicion one can muster won’t change the responses of real people. Most scratch their heads when sales are down because the silent majority will not write a complaint email or call you; they will simply go somewhere else.

I Know What I’m Talking About
We are often too close to our own situation. My experience hosting focus groups and research projects taught me that people like what they like and don’t respond a certain way simply because that is our desire. A new logo, a better marketing campaign, a better looking spokesperson, or a nice PowerPoint presentation won’t change the situation if your customer is closed to new ideas.

If they are open to new ideas, it’s imperative to find out the parameters.

How many times have you heard this one – I like all types of music. My response usually is: Do you like Baroque or Bluegrass? We humans exaggerate and embellish - duh. This is never more evident than when you are asking questions for research.

Consensus and Average
It would be silly to suggest we can ask every single customer and potential customer for their input but in a user-made have-it-now time, we can’t expect everyone to fall in line.

Demographics, income levels, educational background or geographical origin can give you insight, but these factors are simply a guide. My dad is on Facebook and my niece likes jazz.

Be Ready For Their Answer
If you are going to ask for opinions, be prepared to hear the answers. If your goal is to simply confirm your theories, save your time and money. Entering in to any relationship with preconceived notions is dangerous.

Agree? Disagree? Feel free to share your thoughts.

km