April 28, 2023
Great cultures ,Hacks ,Tools
Everyone says, “How do you get buy-in?” But that’s the soft equivalent of manipulation when we try to “get” people to do anything. What’s more powerful, respectful and lasting is invitations. And there’s a certain way to do them…
February 2, 2023
Culture of Chaos ,Great cultures ,Vision
Employee Engagement has always been the talk in HR and culture circles. And I’m glad that’s the word rather than “happiness.” I think we’re all responsible for our own happiness. But leaders can create a very engaging work environment. In some of the strongest work cultures, people aren’t always having fun, but they always care. They’re dedicated, and they’re focused. They act like they’re owners of the business.
Employee Engagement is not surveys (that usually just stay in Google Docs).
It’s not get-to-know-you games.
It’s not gifts and recognition.
It’s simply real and honest conversation.
That said, it needs a structure to create safety for the truth to emerge. The best way I know is an open source format that anyone can use. It’s called Open Space. Check it out…
www.OpenSpace.events You can follow the manuals there, or I’m happy to run an Open Space (and train you to do it without me). It can even be done virtually.
October 7, 2022
Great cultures ,Hacks
Pamela Paul certainly doesn’t think so. This is a hilarious article on why it’s best if we just bring our work selves to work…
Do not “bring your whole self” to work.
That’s right! Defy the latest catchphrase of human resources and leave a good portion of you back home. Maybe it’s the part of you that’s grown overly attached to athleisure. The side that needs to talk about candy (guilty). It could be the getting-married part of you still agonizing over whether a destination wedding is morally defensible in These Times.
Leave those things behind and I promise: No one in your workplace will miss them. And remember, it works both ways. Anyone worth sharing a flex desk with is not someone you want to see every last ounce of either. They, too, can reserve their aches, grievances, flimsy excuses and noisy opinions for the roommate, the pandemic puppy and the houseplants.
As a culture speaker you might think I’d disagree. But I don’t. She makes a great argument for it.
And… there’s a missed opportunity.
Rather than bring your whole self, bring your future self.
Your future self is the person you want to become. And (most likely), your colleagues want to help you get there. That’s why we had an entire goals department at Zappos.
It’s a similar psychology to why NPS (Net Promoter Score) is better than CSAT (Customer Satisfaction). CSAT surveys focus on all the grievances of the past – Meaning it’s a complaint-fest. But NPS asks the consumer – How can this be better? It engages our imaginations.
When I lead my team at Zappos, we had a “dream wall” with images of everything each person wanted to experience or accomplish. And we would bring them up in our one-on-one meetings.
If we bring our future selves to work, we bond over what we actually want, rather than grievances and gossip.
September 2, 2022
Great cultures ,Personal Exploration
If you’re curious how I started what was called the first co-working space in America and other adventures in culture, check out the EventUp podcast.
August 16, 2022
When one of the biggest Biotech companies in the world gives the greenlight on an inspiring experience for their people. This was SO fun. I’d love to give your company the experience as well.
May 25, 2022
Great cultures ,Hacks ,Hiring
“Adversity creates cohesion.”
That’s what Rob Angel said. He created the game Pictionary.
At one point their team had to work around the clock together to collate half a million cards. But during that time they talked and found out a lot about each other.
“We experienced pain together. That really cemented us and gave us the belief that we can overcome anything.”
That’s the same thing we felt after 4 weeks of Zappos training – showing up at 7am every day. And of course if you look up the Navy Seal training, you can see how their “hell week” of 200 miles of running, within 20 hours of physical training per day. And only 4 hours of sleep… for the entire week.
What can you do as a team to bond you in shared struggle?