My Essential Resolution for 2012

Did you know:

- The average American spends 8 hours a day in front of a “screen” per day which has doubled since 2005.

- The average American teen, sends and receives over 75 texts/day.

I am going to resolve to do what is essential.

I’m going to reduce the number of hours in front of “screens” including TV, computer, and cell phone.

I’m going to practice more deep breathing and create more stillness everyday.

I'm going to spend more time thinking, journaling, writing, mind mapping and doodling.

I’m going to do less talking and more listening, less judging and more understanding.

I’m going to work harder at making Sunday, a day of rest, unplug, connect with family and friends, read, walk/hike, ride my bike, and play Scrabble with my wife.

I am going to spend more time seizing the day.

See you on a park bench, a coffee cafe (without TV), French Broad Chocolate Lounge, Battery Park Book Exchange, on the trails, in a pew, in a living room (TV off)... !?

"Be always at war with your vices, at peace with your neighbors, and let each New Year find you a better person." Benjamin Franklin

Note: Susan Cain had an OP-ED piece in the NY Times, 1/13/12, Rise of the New Groupthink for another perspective to this blog. See http://www.nytimes.com/2012/01/15/opinion/sunday/the-rise-of-the-new-groupthink.html?pagewanted=1&_r=1&ref=general&src=me

Reduce The VUCAs in 2012

As 2011 draws to a close, individuals and organizations begin to plan for the New Year. 2011 has not been too kind to hopes, dreams and plans. VUCAs have been fiercely at work!

Back in the 1990’s, the military added the acronym, VUCA to its vocabulary. VUCA stands for:

- Volatility - change is coming at a faster pace and dealing with transition can be messy

- Uncertainty - our ability to predict the future is becoming less meaningful and trustworthy

- Complexity - is increasing including knowledge, communication channels and distraction leading to increased confusion

- Ambiguity - made up of assumptions, poor communications, fuzzy rules, false readings leading to fog

VUCA is code for acknowledging the root cause of stress, frustration, indecisiveness, bad behavior, poor performance, weak execution, short outcomes, and incomplete strategic plans.

As VUCA’s come upon us, the cry becomes, “I/we don’t have enough ___________!” Blame-storming ensues. Short cuts are taken. Ethics are ignored. Greed increases.

What do you do to minimize, reduce or eliminate VUCAs?

Make time. The time issue always becomes apparent when working with a group during an experiential initiative. The initiative that includes a time allotment, creates stress, generates anxiety and becomes an enemy to positive outcomes. Make time an ally! Use your resources more effectively by breaking groups into smaller groups to flush out fresh, unique ideas. Do not be quick to throw water on an idea that goes against your thinking or the current process. Instead of a “Yes, but...” try a “Yes, and...”

The Boy Scout motto, Be Prepared, it offers a clue to dealing with VUCA.

I notice most organizations or teams (as well as individuals) who go through a strategic planning process seldom discuss the “what ifs’...” as in:

• What if a key member(s) of the team leaves or dies?
• What if a natural disaster hits like hurricane, tornado or wildfire?
• What if served with a lawsuit?
• What if the economy tanks?
• What if ___________________?

Simplify. Simplify stuff. Simply processes. Simplify lifestyles.

Lean into flexibility. The tree that bends in the wind will survive over the tree that is stiff and rigid.

I am reminded of Robert Fulghum’s epic piece, All I Really Need To Know I Learned in Kindergarten. Fulghum’s writing is a lesson in leadership and holds truths and wisdom to deal with VUCA’s. See http://www.robertfulghum.com/

When you go out into the world, will you watch for traffic, hold hands and stick together?

Do You Hear What I Hear? Do You See What I See?

Note: The traditional Christmas song, Do You Hear What I Hear? was written and composed by Noel Regney and Gloria Baker back in 1962 during the Cuban Missile Crisis as a plea for peace. Perhaps we should pause and reflect on the song’s message for our current need not only for peace in the world but for healing from turmoil and chaos of the times. Pause. Push back. Breathe. Meditate on what is really important.

Do you see what I see? Do you hear what I hear?

The season of Thanksgiving is melding into the season of Light. What I considered to be the most pure of our national holidays seems to be turning into a prep and fuel for one our darker sides, Black Friday, aka, Dark Friday.

Do you see what I see? Do you hear what I hear?

Dark Friday seems to be bigger and greedier than ever. Malls and big box stores are opening earlier and earlier. News reports an estimated 1 in 4 of us participated in Dark Friday. Retailers report the Dark Friday phenomenon (which now begins on Thanksgiving Day) as “so successful” and “so positive.” For our nation whose economy is built on consumption, this may seem like good news. “It’s a good move to try to get shoppers to spend sooner, before they run out of money,” says Burt Flickinger III, president of retail consultancy Strategic Resource Group. Yet, words like jammed, beeline, hoards, rowdy, frenzy, vengeance, storm, backlash, snap-up, tased and injuries appeared frequently in media reports about our behavior on Dark Friday.

Do you see what I see? Do you hear what I hear?

One comment I heard in a news report on “Dark Friday” was a shopper who was asked why he was participating in Dark Friday, “It’s traditional!” This maybe where the problem lies, some traditions need to be broken. Some habits need to be changed. Bad habits need to be replaced.

Do you see what I see? Do you hear what I hear?

The Dali Lama was asked what surprised him the most. “Man, because he sacrifices his health in order to make money. Then he sacrifices money to recuperate his health. And then he is so anxious about the future that he does not enjoy the present; the result being that he does not live in the present or the future; he lives as if he is never going to die, and then he dies having never really lived.”

Do you see what I see? Do you hear what I hear?

Many question the motives behind Occupy Wall Street. Maybe OWS is the reaction to Michael Lewis’s, The Big Short or Andrew Ross Sorkin’s, Too Big To Fail. Both detail the toxic culture of Wall Street, taking advantage of unregulated greed and political “buy-ability.” Perhaps OWS is the seeding for our own Arab Spring. Maybe OWS is a call to live an examined life, a life of giving rather than getting. Just maybe OWS could be about changing Dark Friday into a day that reflects truly living.

Do you see what I see? Do you hear what I hear?

Where is the Evidence?

I came across another one of those studies reporting what many of us already suspect or know, work productivity is not what it could be! This study from Towers Perrin (www.towersperrin.com) says less than 25% of employees are putting their whole being into their work including their hands, their mind and their hearts. As the study points out, what brings people to the “work dance” is not what keeps people at the “work dance.”

To build a nurturing, sustaining, stimulating work culture, consider the following questions.

Do the leaders have a heart? Are leaders relational? Do leaders care about their people? How do leaders show compassion and empathy to their people? Describe the evidence.

Is the organization’s vision inspiring? Is the vision more than ROI? Does the vision engage its employees to bring their best to work, to do their best at work, to be their best at work? Share the evidence.

How is success defined? How do employees get to share in the organization’s success? What is the evidence?

Do employees know what is expected of them. Are there regular channels of feedback to the employee not only on how he/she is doing, how they are being, but how their supervisor or leader(s) are doing, how they are being? Where is the evidence?

Is the work environment safe, healthy and appealing to work, to grow and to learn in? What is the evidence?

How does the organization support employee’s mental, physical, emotional and spiritual well being? How can employees renew themselves in these areas during the work day? Is there evidence?

What are the incentives for employees to learn and grow? Can evidence be produced?

How is respect shown for others? What is the evidence?

How is the encouragement? Describe the ways of encouragement. Share the evidence.

What questions do you have to stimulate conversation towards creating a world-class nurturing work culture?

What Is The Impact of Fear?

NOTE: The mind-map was updated 9/3/11 after great, thoughtful, challenging comments were made. Continue to give me feedback!

During a recent team building advancement*, we got into a heavy discussion about how fear was impacting the team as well as affecting the culture of the organization in moving forward (something that is affecting our country as well). That has lead to the request of a design for another team building advancement* on exploring fear and learning how to reduce its negative impact.

Personally, I believe fear is the opposite of love. This thought has been an overarching concept in this mind-map.

When I design a program, workshop, presentation or advancement* I begin with a mind-map to get a visual of key components that might be in the design.

What are your thoughts, suggestions and ideas? Note, if you click on the photo above, it will get larger for easier viewing.

*Advancement. . . I do not like the word "retreat" as in, "We are going on a retreat to explore fear." Retreat is about going backwards. Advancement is about moving forward, learning and growing.

MIA at a Recent Health Fair

Recently, I had the opportunity to attend a health fair for a division of a Fortune 500 company. This was an opportunity for their employees to learn more about creating a healthier lifestyle.

There was a booth manned by a local health food store promoting vitamins, herbal remedies and books on nutrition. (Got some samples of herbal sleep aids and protein powder.) A podiatrist was in another booth, who answered questions about foot care and foot problems. (I learned which running shoes were best for my feet!) Behind one of the booths were several nurses running tests and giving assessments. I found out that my body has 17.7% fat which falls into the excellent BMI range of 16 to 25. My blood pressure was 117 over 71 and my resting heart rate was 44 BPM. After a series of questions, they could only say, “Keep on doing what you are doing!”

There was a booth to help women understand mammograms. The Red Cross was there seeking blood donations. (We have a blood shortage in WNC!) I got a nice 10-minute shoulder massage from a licensed massage therapist. A dental group was promoting good teeth care. (I received a travel toothbrush, toothpaste and dental floss.) A wellness center had a yoga instructor, a chiropractor, a pilates instructor and acupuncturist answering questions. An optometrist was sharing ideas on good eye care. (I received an eye glass cleaner cloth!) Two local hospitals were present sharing and explaining services they offered. (I dipped into their candy bowl!) An Employee Assistance Program (EAP) provider was there to offer information on all kinds of resources for work/life balance.

For my thinking, good health includes not only the physical, but the emotional, the mental and the spiritual.

What was MIA (missing in action) was a table or booth promoting “play.” I think we take ourselves too seriously. We have lost the value of play and its importance in our personal growth. Many organizations see “play” at work or a “fun-workplace” as unproductive and hurting the bottom line when actually it can do the opposite. Play can help reduce stress, increase creativity and stimulate innovation.

An organization teaching us how to communicate better was also absent. I believe in this age of distraction, we’ve lost the ability to communicate well. Good communication could lead to better relationships—which has to be healthier. I would expect this spot to include tips on healthy conflict resolution.

How about a leadership booth promoting death to micromanagement and overcoming workaholism? There would be major health benefits from these services!

There was no table promoting the art of collaboration. Learning how to work better together and building trust has positive health consequences not only for the individual but the culture of the workplace.

I would have liked to have seen someone sharing ideas on dealing with change. Dealing constructively with change and creating flow in transition could have great health benefits.

Finally, what about the benefits of spirituality and our health? Could some folks have been present to promote this? Could there have been a booth to challenge thinking and raise possibilities?

What are your ideas for being healthier? What are you doing to become healthier? What might the benefits be—to you, your family and your employer?

Fantasy Team Selection

It’s time to create a fantasy football team according to the talking heads at ESPN. This is where you get to act like a general manager and create/manage a professional football team. You draft, trade and change your team to the rules of the league you are involved. There are over 20 million people playing fantasy football! Lots of people enjoying fantasizing!

I don’t do fantasy football for several reasons:

• lack of interest
• not willing to make time
• real life football seems to have enough fantasy - witness the NFL lockout
• I get confused with all the reality and fantasy stuff on television - the lines are getting blurry!

I’d love to create a fantasy United States congress! My fantasy congress would have term limits. Eight years maximum for congressmen/women and twelve years maximum for senators. People running for congress could only spend a certain amount of money to get into office and no money could come from special interests or political action committees. Congress members and their staffs would have to get health insurance just like the rest of America. Potential members of congress would have to demonstrate that he/she was principled, moral, trustworthy, courteous, of sound character, willing to sacrifice through deed and action and possessed a conscience. Most of all, my fantasy congress would have members who understood and practiced the art of compromise.

I’d love to create a fantasy Wall Street! My fantasy Wall Street would have organizations that were long-run oriented rather than short-term focused. To be a part of Wall Street, members would have to demonstrate accountability in everything as well as the product or service they delivered. Wall Street organizations would have financial practices that even someone with a sixth grade education could understand. Wall Street team members (especially CEOs) would have caps on salaries. Perhaps they could only earn 25 times what their lowest employee made rather than 900 times as some CEOs earn. CEOs and other key management people would be required to go undercover to see how their front line people worked.

My ultimate fantasy has to do with work teams. My fantasy work team would be made up of people who understood the difference between leadership and management. People with micromanagement tendencies would get coaching or would be asked to leave. Every member of the team would be given the opportunity to lead according to his/her gifts, talents, passions and strengths. Team members would be encouraged to take risks and stretch without fear of failure. They would be empowered not just in word but in action. There would be no stupid questions or stupid ideas. Each team member would be encouraged to grow. Trust would be unbelievably high leading to deeper respect, clearer communication and better understanding. Competition would morph into coopetition. Team members could openly share their weaknesses, pain and shame without fear of being ridiculed. When conflict arose, the team members would not triangulate but work constructively to resolve issues. Consequently, collaboration would flow and team members would be in the zone. Team members would not only be excited to come to work, but be willing to give their best. Change would be taken in stride and transitions would be smooth. Work/life balance would be so remarkable that stress would be healthy and team members would be seen as having a life beyond work.

What is your fantasy team? How would you make your fantasy team into a reality team?