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26 Aug 2015
Sticky Post By Posted in Leadership Articles, Organizational Change Articles Permalink

Separating Work and Life Is A Fallacy

Sticky Post By On August 26, 2015

Thanks to a good friend, I had a huge epiphany about some causes of stress in our “new world of work”.  His tweet on New Year’s Eve read “hey today is a holiday, you shouldn’t be working”.  But, I didn’t think I was working. I was enjoying myself doing work related things.
 
There are many of us that actually believe that our work and outside of work lives should be separate and “never the twain shall meet”. It is as if we should have a door that shuts out one world when we go into another.
 
Could it be that strain to keep one world out of another that causes us such stress?  Is it even realistic to believe that we could be that compartmentalized?  No, it’s not.  Instead, try integrating all the areas of your life.  Although, there is no magic solution, these four tactics can really help:
 
DON’T EXPECT PERFECTION –

You can have it all. It just won’t all be perfect. – Rosabeth Moss Kanter
 
Perfect balance or separation of various aspects of life is not possible.  There will be times that you will have to work late or over the weekend.  There will be times you have to leave early to pick up a sick child or attend a function with your spouse.  Things will bleed into each other.  But, that should be expected.  Do you stop being married or a parent when you arrive at work?  No, of course not.  Don’t try to shut things out completely.  Don’t try to be the perfect anything.  It is not only pointless, it is detrimental to your health.
 
RELISH EVERY ASPECT OF YOUR LIFE

I always wanted to love what I did as much as my father did.  He would talk about work and family all the time.  There was no separation, just joy.  He loved what he did all the time.

“When you take on a job, a career or a business, it becomes a significant part of you. When you do something several hours a day, in some ways you become it. – Juho Tunkelo

It’s okay to be your job and talk about it. It’s okay to love being a dad and talk about it.    It would be weird if you didn’t.  People want to be around those that give them energy.  People like leaders that seem to get energy by doing work.
 
REALLY ENJOY YOURSELF

It is okay to get lost in what you are doing.  Throw yourself into your career or your hobby or what’s going on at home.  

Try to learn about how to be more effective at work.  Disagree with the latest trends in comic books. Immerse yourself in discussions regarding work/career issues on LinkedIn.  If you love what you do, it won’t matter when you are working or not working.  It also makes you more fun to be around. Seriously, people that complain about their lives all the time are a pain in tukas.
 
BE PRESENT WHEN YOU ARE DOING ANYTHING

Here is the key to all of it though.

“Be here now” – Ram Dass
 
That is, be fully present when you are doing what you are doing.

• If you are at work in a meeting, fully participate.  Join in the discussion. Take notes and take on action items.
• When you are with your spouse, look at them while they are talking.  Actively listen to what they are saying.  Think about the conversation you are having WITH THEM
• When you are answering your email, answer it.  Read the whole email.  Respond fully, answer each question
 
This is the hardest one for me, but the most vital.  You can work 70 hours and still have a meaningful relationship with your family if you PAY FULL ATTENTION TO THEM WHEN YOU ARE WITH THEM.
 
INTEGRATING ALL THE AREAS OF YOUR LIFE:

Simple? Yes.

Easy? NO
 
But, working towards integrating your work and life outside of work will make everything more enjoyable.  Don’t kid yourself there is no balance.  But, you can have a full, rewarding, enriching life if you try to practice these principles.  Just remember the sagely words of Pink Floyd
 
all you touch and all you see
Is all your life will ever be 
 
How do you integrate the various aspects of your life?

26 Aug 2015
Sticky Post By Posted in Leadership Articles Permalink

Lessons In Leadership From My Daughter

Sticky Post By On August 26, 2015

(Powerful leadership lessons are learned from everywhere.  In a sporadic series of blogs, I am going to explore the people that taught me those lessons.  Some will be expected, others may not. Thanks for reading!)
 
Being a parent is probably one of the most effective ways to learn. Maybe it’s because I had no idea what I was doing and yet HAD to be successful at it.  Maybe it was the fact that you REALLY did have someone’s life in your hands.  I’m not entirely sure, but being a father taught me more about leadership than almost any experience I’ve had.  
 
My daughter is a smart, accomplished young adult now.  Although I’m not completely objective, others tell me that my wife did a great job raising her. Every day with her gave me insight into leadership.  Although there were many lessons, here are the top three:
 
1. BECAUSE I SAID SO IS NOT A CALL TO ACTION

Although its hard to believe, telling someone to do something they don’t understand, don’t want to do and/or don’t feel comfortable doing because you told them to is not inspiring.  I know, shocking, right?
 

“A leader leads by example, not by force”― Sun Tzu

Who would have thought that he was talking about parenting?  Really!  The greatest resistance we got was when we demanded our daughter do something or forced her to do something.  Even when she was very little, helping her understand why we were asking her to do something allowed her to see the end game.  It clarified rationale.  People want to know why they are being asked to take on a task.  Treat them with the respect and let them know.  Once they understand that you are doing things for their best interests or the greater good, you’ll earn their trust.  Then you can make requests that’ll be fulfilled without question.

2. EACH MEMBER OF THE TEAM’S OPINION COUNTS, NO MATTER THEIR RANK
 
When making a decision that will affect the team, it’s vital to gather everyone’s insight about it.  Although you may not use all of it, you can and should talk to everyone.  It is often surprising the ideas that come from the least expect members of the group.

Holidays have always been a source of stress for my family.  Where to spend them, how to allocate time to all members of the family equally, etc.  After a very heated discussion, my daughter piped up and said, “Why don’t we just have everyone here.”

Simple AND genius.  Very powerful solution that made sure everyone was satisfied.

Although not every idea is golden from every person on a team, it is critical to listen.  The best ideas come from the most unexpected places.

3. TRY TO MAKE EVERYTHING FUN

Okay, it’s hard to make filling out Travel and Expense paperwork fun.  But, my daughter made a game out of just about anything that was mundane or boring.  Whether is was cleaning her bathroom or straightening her room, she did those things with a certain sense of joy.  It almost made them look fun.  Not to say that getting her to do some things wasn’t a chore, but in the end she made those tasks work FOR her.  She became very good at them and almost looked forward to them as a time to reflect or relax her mind.  Sounds funny, but it works.  I started to that with team meetings, performance appraisals, project updates, etc.  Surprisingly enough, it worked.  My team started to pick up on it.  Needless to say, “administrivia” was never the same again.

I’m a more thoughtful and pleasant leader because of being a father.  Luckily for me, I listened and learned from her.
 
Where do you learn unexpected lessons of leadership?  What relationships provide you with valuable insight?

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

26 Aug 2015
Sticky Post By Posted in Human Resources Articles, Leadership Articles Permalink

What If Work Could Be Awe Inspiring?

Sticky Post By On August 26, 2015

What if work could be awesome? What would it be like to wake up in the morning and think, I can’t wait to get started and it wasn’t a vacation?
 
Okay, not every day can be that way no matter what. But there are SO many blogs about making a great workplace directed at leaders and managers. What about everyone else? Don’t we have some responsibility?
 
Yes, yes we do.  Knowing that and acting on it as an employee gives us power. It takes us out of victim mode and into action!

So, now that we have our super hero cape and are in the appropriate superhero stance, how do we make work great? There are a lot of excellent ways to make this happen. Here are four methods that I, and people much smarter than me, have found to be successful
 
FLEX YOUR CHOICE MUSCLE
 
Yes, you have one. It’s located right next to the flight or fight muscle. Choice is pretty powerful and you’re actually using it all the time. How ever you react to a situation, unless you are in danger, it is a choice. Now, whether its conscious or unconscious is another story. Generally speaking, many of us react unconsciously. When asked to work late, we act like we are put upon and just do it. As if there was no alternative.  But what if there was? What if you could consciously choose to accept the option to work late? Maybe use it as a time to really make yourself look good.  Or maybe you could bargain to complete the work at home.
 
In the end, how you react to situations is your choice.  If you get cut off on the expressway, you can chase the offender or you can turn up the news and be thankful you’re not that much of a jackass.
 

While external pressures may trigger our feelings, we are the ones wearing those feelings like a suit of clothes. We can either be subservient to external events, few of which we have any control over, or we can take charge of our own response. – FISH!
 
The best and most healthy way to deal with things is to choose your actions and reactions.

KNOW YOUR LINE OF SIGHT
Be very clear about how what you do impacts gaining and retaining customers. It will help you to understand why you take the actions you do (or should). You should be able to trace your actions/role to the customer within 3 steps (add jpeg of LOS path)
 
Knowing why you do what you do should help make your job more enjoyable.  It will help give it meaning.  If you can’t see how what you do impacts the customer, then you and your boss need to map that out.  Once you figure that out, share it with your boss. They will likely be impressed and it’ll cause a good conversation about what you should be spending your time doing or not doing….
 
Give it your all
Yes, that’s right give everything you do your best effort.  Often times when you put your all into a task it allows you to focus innovate and be more efficient.
 

Put your heart, mind, intellect and soul even to your smallest acts. This is the secret of success. – Sivanda, Swami
 
Getting the reputation for excellence is always a great thing. People will know that when you are given a task it’ll get done. That is not to be taken lightly. Being a go-to person is a path to promotion and access to working on the best projects.
 
SHARE YOURSELF
Mentor someone or take on training new hires. Often times you can get the energy you once had as a newbie by being around new people. Doing this will also hone your skills. There is nothing that increases your own skills faster than teaching them to someone else.
 
DO SOMETHING GOOD FOR YOU
Take time to reflect and recharge yourself. Nothing makes work (or anything for that matter) seem like drudgery faster than burning out on it. And if you don’t take breaks, recovering from burn out gets harder. (Remember that song you played over and over as a kid. The one you can’t stand now? Yeah, it’s like that)
 
Make sure you are doing something that you think is fun and is for you!
 
Now, it’s up to you.  You can go to work and be miserable, change jobs and eventually be miserable there too (unless you work for a horrible company, more on that another time). Or, you can work on the only thing you really have control over, you.
 
As my mother used to tell me –
 
You can run away from your problems or things that bother you, but the problems will never change unless you do.  The constant is always you.

(Yeah, I probably should have listened to her more too…)
 
What do you do to make work  awe inspiring?

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

26 Aug 2015
Sticky Post By Posted in Change Management Articles, Human Resources Articles, Instructional Design Articles, Organizational Change Articles Permalink

3 No Brainers To Boost Employee Engagement

Sticky Post By On August 26, 2015

Based on the countless surveys, consultants, strategies, and team activities that have permeated the lives of corporate employees.
 
Every company wants more engaged employees.
 
• Why, then, does engagement continue to dwindle?
• What about these strategies isn’t working?
• Why does it seem like the companies with the highest levels of employee engagement are trying the least?
 
The answer is fairly simple – the companies struggling with engagement are all about changing policy and practice, but not about impacting company culture.

Here are three ways to foster the kind of change that will boost engagement in any company:
 
1.    Transparency

People want to know what’s going on, plain and simple. When bureaucracy and “need to know” information stand in the way of an employee getting a clear view of what the company is up to, they feel like an invisible cog, moving the machine toward an unknown destination. If an employee isn’t even aware of the end result of their work, or what goals they are helping the company achieve, how can we expect them to care about it?

Instead of keeping employees in the dark, why not share information across the board? A big contract or new project on the horizon might drum up some excitement. If employees know why a program excelled or failed, down to the gritty details, they will be more likely to take personal responsibility.

Authenticity leads to value. Working to be more open is not just desirable but is an inevitable business need today. – John Havens

This isn’t rocket science: the more people know, the more they care.
 
2.    Recognition and Gratitude
 
People also want to be recognized for a job well done, or really, just for a job done. This doesn’t mean incentivizing every employee or throwing a party every time a project is completed. It means real, genuine thanks for each individual’s contribution to the company.

This is something that doesn’t really function as an official policy – no one wants to be thanked because it’s required. There doesn’t even need to be a big show made of it – simply thank and employee for contributing to the company’s success in a personal and individualized way.
 

People don’t forget kindness. – Tom Peters

Managers and supervisors must also understand the cultural shift involved here: express gratitude genuinely because the employees are the lifeblood of the company, because you actually appreciate their contributions, not because it’s required or because it will boost engagement. A genuine thanks goes a long, long way.
 
3.    Autonomy

Independence can be scary for some employees, and particularly for managers, but studies (and successful companies) show that the more freedom we give our employees, the more productive they become. Allowing employees, no matter what kind of environment they work in, to have some control over their own professional lives is hugely empowering. Even small steps, like choosing your own lunch break or slightly flexible scheduling, puts the responsibility on the worker – they will take lunch when it fits with their wants, needs, and workload, not when the whistle blows.

Responsibility for one’s work” was the #1 driver of discretionary effort. In other words, if you want employees to work as hard as they can and go “above and beyond”, the most important thing you can do is give them more autonomy. – A Study of Voluntary Effort in the Work Force , Blessing/

Some companies take this concept further, allowing employees to determine their own schedules, or focus on task/project completion, not hours on the clock. This kind of autonomy puts the ball in the employee’s court – they are responsible for maintaining their own standards of productivity. Allowing employees to self-manage indicates two very important things: that they are trusted by the company to make decisions and maintain their own projects, and that their workload is no one’s responsibility but their own.
 
When people are micromanaged or feel like someone is always looking over their shoulder, they shut down. Constant supervision restricts creativity. Allowing employees to find their own methods, to apply their own unique perspective to the needs of the company, promotes independence, stimulates “outside the box” thinking, and of course, boosts engagement. People tend to rise to the challenges presented to them.
 
Employee engagement is not rooted in policy or surveys, nor can it be gained overnight. Real employee engagement comes from working in a place that is enjoyable, where individual ideas and strengths are embraced, and where the employee feels like a valuable component of the company. This is a culture of engagement, and the businesses that get it right will continue to enjoy success, both internally and externally.
 
HOW DOES YOUR COMPANY CULTURE FOSTER ENGAGEMENT?

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.
 

26 Aug 2015
Sticky Post By Posted in Leadership Articles Permalink

You Know You’re A Bad Manager When…

Sticky Post By On August 26, 2015

There’s a huge difference between being a manager and having the title of “manager.” Real managers are leaders, role models who set good examples and go to bat for the people on their staff.
 

A good manager is a man who isn’t worried about his own career but rather the careers of those who work for him. – H. S. M. Burns
 
The title of “manager,” though, doesn’t necessarily mean a thing if it isn’t backed by the skills and demeanor required for solid management AND leadership. We’ve probably all encountered someone who was a manager in title only.
 
Here are a few signs that you might not actually be a manager at all:

1.    THE LONELY OFFICE

If your team members aren’t coming to you with new ideas, it may be because you have the tendency to shoot them down or pick them apart in an attempt to add value. Employees want a leader that supports them, and a large part of that is hearing ideas and concerns, and actually taking them into account when developing strategy and policy.
 
After enough unsuccessful attempts to be heard, employees will simply stop bringing ideas to the table (or find another avenue for their voices to be heard). When this happens, “managers” become cut off from their teams, and any respect for their authority is all but lost. To be an effective manager, you have to have an open ear for your staff, and more importantly, you have to take the concerns of the team into consideration when making decisions that affect them.

If you ignore your team, eventually they will start to ignore you in return.

2.    EXCUSES
 
Does your meeting attendance seem less than satisfactory? Do your team members always seem to have something else to do? If you’re getting more excuses than attendees, it might be a sign that your employees aren’t finding value in your presentations.

Are the meetings collaborative efforts or one-man-shows? To keep meetings interesting, it helps to have at least a portion that’s interactive – foster a discussion instead of a lecture.

3.    FORCED LUNCH
 
If you have to force people to go out to a company lunch, there may be a serious, serious problem. Company excursions like this are supposed to be fun, but an overbearing or overly strict manager can take all the enjoyment out of it. While these types of get-togethers can still be business related, part of the point of getting out of the office is to loosen up a little bit. If you aren’t allowing this to happen, then it’s pretty likely that no one is going to volunteer to make the special trip.

4.    THE SLOW LEAK

If employee retention is a problem, it might have more to do with you than the employees – especially when tenured or highly skilled team members are seeking other means of employment, despite your best efforts to keep them on staff. If incentive packages, raises, or other perks aren’t keeping the best and brightest satisfied, it might be time to look in the mirror for the problem.
 

people don’t leave jobs, they leave managers – Curt Coffman

Being a real manager takes a unique combination of abilities, but it CAN be learned. Managers of every industry should make a point to build rapport with their teams – a work environment that revolves around mutual trust and respect. The relationship should ultimately be symbiotic – each role being filled with the support of the others. It’s the manager’s job to make sure this type of environment is facilitated through his or her jurisdiction.
 

What are you doing to bring your team together?

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

26 Aug 2015
Sticky Post By Posted in Leadership Articles, Organizational Change Articles Permalink

Create More Difference

Sticky Post By On August 26, 2015

I read a blog by Kevin Hudson about a concept that inspired me. It is based on something Chris Brogan does every year. He takes 3 words and makes them his drivers for the year.
 

In an effort to tell bigger stories, I’ve found that the concept of three words allows me to think in more dimensions about what I want to do with my life and it lets me apply lots of tangible goals instead of what most people do when they focus on just a finite task. It’s a bit like turbo-charged goal planning. – Chris Brogan
 
The concept is truly incredible. (Please click here to see Chris’ 3 words and read his article, its really good)
 
Kevin’s approach was a little unique. He embedded his three words in the phrase,Be More Awesome. How cool is that? Who doesn’t want to be more awesome?
 
After a few tweets back and forth with Kevin, I decided that I wanted to play. 2013 is a critical year for many of us. The economy is beginning to turn around. Things are busy and exciting and tenuous and hopeful all bundled into one. In honor of that, the 3 words I chose for 2013 are Create More Difference.
 
CREATE
This year I want to develop new, interesting and powerful solutions, ideas and “products” that positively impact the workplace both to improve organizational performance and to make great place to work. Create relationships, create opportunities, focus my time and energies in 2013 to begin a lifelong focus on creating anew.
 
MORE –
Ensure that there is more than enough to go around. There are always enough pie for everyone. That goes for my wife, business, friends, time and my community. Looking to develop business opportunities that involve my great network (and all those new friends that I have “created”). Focus time to make more relationships that are lasting, full of joy and mutually beneficial. Be more to my wife and partner. Allowing her to have the more she couldn’t before.
 
DIFFERENCE –
Strive to make a lasting impact on the world, the community I live in and my most important relationship with my wife. It feels like a lot of my focus lately has been inward/myopic instead of expansive and open. I don’t expect to be Gandhi, King, or anyone like that. But, I want to give back to help make the world a little better as much as I can.
 
So for this year, I want to create more difference in every aspect of my life. Expanding friendships, growing opportunities and striving making the world a better place in every action I take. It kind of feels like a call to action.
 
I’d love to hear your 3 words for the year or hear about your BHAG for 2013. Don’t forget to check out Kevin’s blog and his (and many other’s) 3 words for 2013.
 
Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

26 Aug 2015
Sticky Post By Posted in Leadership Articles, Organizational Change Articles Permalink

Lessons In Leadership – You Don’t Have To Know Jack

Sticky Post By On August 26, 2015

Inspiration comes from everywhere. Today’s lesson is inspired by the Meatloaf Bakery and it’s founder, Cynthia Kallile.
 
For those of you with short attention spans, here is the moral, if love something and want to make it your life’s work, don’t talk about it do it.
 

Want to open a restaurant but aren’t a trained chef? No problem. If you are passionate and determined you can make it happen. Don’t believe me, well that is what Cynthia Kallile did when she opened the uber popular and successful Meatloaf Bakery.  She took something that was her passion and turned it into a successful business.
 
Cynthia and many others have turned a passion into what they do for a living. Sometimes, you can stumble into something successful.  But more often than not, it takes some combination of the following four things:
 
FIND WHAT YOU LOVE
Think about what you do that makes is enjoyable and you find yourself getting lost while doing.  There are those things that, while doing them, time seems to vanish.  Those are the things that you want to focus on.
 

“think about what you’ve learned. Focus on the things that you both enjoy and do well—whether you have a way with animals, make a killer lemon tart, or are crazy for origami—and write them down” – The Daily Muse
 
MAKE IT UNIQUE/NICHE
Take some time to think about, research, talk to friends, and interview experts to create something unique with your special talent.  Look for a new way to deliver or present your product/offering that is not available (or easily available) in other places.  There has to be a twist to make people want to say – Hey I want to try that!
 
That is just what Cynthia did.  She took the ordinary meatloaf and turned it into gourmet food.
 
I refashioned my meatloaf into bite-size Loafies, savory cupcakes and family-size pastries, each topped with a special blend of potatoes, pasta, even veggies. That way they’d be fun for kids, adults, partygoers‚ just about anyone who eats! – Cynthia Kallile
 
The Meatloaf Bakery is a huge success because the meatloaf is unique, delicious, and there is nothing out there quite like it. Want to see pictures? Click here
 
Look for that something special that will make your product or offering just a little different.
 
DO IT ALL THE WAY
Yes, there is a big chance you will fail.  Many businesses and people that follow their passions wind up not making it.  There is risk.  So if you don’t want to take risk or are afraid of failure, you can stop reading right now.
 
The truth is passion takes risk.  It takes stepping out on the skinny branches and doing things that may not be comfortable or, at times, successful.  But when we get old, we don’t look back and say “Oh I wish I would’ve spent more time in meetings”.  No.  If we have regrets, they are of the “I wish I would’ve” ilk.
 
So, if you are going to follow your unique/niche offering of what you love, do it all the way.
• Learn about it.
• Save your money,
• Build a plan.
• Talk to experts
• Get a coach
Then go for it.  But when you do, put your heat, soul and everything you have into it.
 
I love what I do. I take great pride in what I do. And I can’t do something halfway, three-quarters, nine-tenths. If I’m going to do something, I go all the way. Tom Cruise
 
It’s not easy, it takes a lot of work, and, yes, you may fail.  But, do it like your life depended on it. There are a lot of nay sayers on the “do what you love” front.  But, if you don’t love what you are doing during your waking hours, life is pretty sorry. SO why not give it a try?
 
BE GRACIOUS AND HUMBLE
Probably the best advice that anyone ever gave me about being a leader, starting a business or just being a person was from my wife.  She always said, Say thank you and don’t be pompous.  Be humble, people like that.
 
Yes, they do.  Being successful has less to do with you than you think.  It takes your idea and hard work, true.  But, it takes effort, belief and passion from those around you to really make it go.
• Always be thankful for opportunities
• Don’t take advantage of people’s good will
• Give credit to those that helped you
• Talk about how great the people in your life are
• Give back to others
• Never take anything for granted
In the brief time that we spoke with Cynthia, she exemplified grace and humility.  It made us want to spread the word about her awesome and unique bakery.  (Customers as advocates, what a concept)
 
Doing what you love for a living is never easy.  It is filled with challenges.  You have to be prepared. But, in the end, if you never try it you will regret it.
 
What unexpected leadership lessons have you learned? Please let me know!
 
Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

26 Aug 2015
Sticky Post By Posted in Human Resources Articles, Leadership Articles, Organizational Change Articles Permalink

No One Values Bland Corporate Values

Sticky Post By On August 26, 2015

It seems like most businesses, from mom and pop shops to corporate giants, are getting caught up in the trend of “defining company values.” While this isn’t necessarily a bad thing, it can be pretty useless if not executed correctly.

Companies want to create unity among their employees, as well as project an image of solidarity, value, and respectability to potential customers or clients. This is all well and good, of course, but what happens when every business is making a move to show it? We end up with a great deal of generic, trend-following value statements that are ambiguous to both customers and employees. That pretty much defeats the purpose of defining values in the first place.

Often, the problems have been that the values are typically expressed with meaning-neutral (if not meaningless) corporate-speak, or that the values aren’t of a first-order nature. That is, they don’t touch on what truly constitutes the “good” for people inside and outside the organization.

Of course “customer service” is valued at any given company – what business doesn’t value their customers? They would be foolish not to provide great service to their patrons, but does this really have to be defined as a corporate value? The same is true for other generic values like “market leadership” and “commitment to employees.” Do a quick Google search, and you can probably find 20 companies with these same phrases listed among their company values – hardly a unique position.
If the point is to select and identify values for all employees to embrace, then these values have to be relatable, and more importantly, specific to each unique business. Overly generalized value statements come off as corporate jargon, and most employees will simply let this kind of talk go in one ear and out the other. To present values that are actually valued by employees, owners and management teams have to find factors that the staff actually identifies with. They have to be tangible.

Creating stellar core values isn’t exactly easy. You’ve really got to dig deep and figure out what is at the core of you business. That kind of soul searching doesn’t happen overnight and often takes someone outside of the company to take a look at your business. 

For workers constructing skyscrapers, perhaps “fearlessness” is a value that is both identifiable and extremely important to a job well done. For those handling dangerous chemicals, a “commitment to proper use of safety equipment” is something that employees can get behind. Corporate values should be important to the success of the business AND the direct interests of employees.

There is a great deal of emphasis on how to make corporate values “sticky” to staff members, but this is a classic case of putting the cart before the horse. If the ideas are to be truly valued, they have to be valuable to the people adopting them – specific, well-thought corporate values will be perfectly “sticky” all on their own.
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Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

26 Aug 2015
Sticky Post By Posted in Instructional Design Articles, Leadership Articles, Organizational Change Articles Permalink

Yes, You Do Matter

Sticky Post By On August 26, 2015

One of the highest impact motivators for any person is to see that what they do has meaning.  Meaningfulness is a key driver to ensure that employees see the impact of what they do on the company’s:
 
• Ability to gain and retain customers;
• Reputation with the public and shareholders; and
• Potential partners
 
Essentially what you are showing employees is their Line of Sight –
 
Line of sight is the straight line that each and every employee has to gaining and retaining customers.  Regardless of their role, employees need to see their impact on customer satisfaction.  Understanding the impact their role has on the customer adds context to their actions and decisions. Line of Sight has also been used to refer to the connection employees have with their place of employment, or in many cases, the business values or strategy. It is about connecting employees to the business in some way, and ultimately this means connecting employees with the customers.
 
Without a clear understanding their role’s impact, employees can not see how they are making a difference.  This directly impacts:
 
• The care they take on their jobs
• The quality of their work
• How they interact with other employees
• How they talk about their jobs.
 
Want to drive performance?  Want to increase productivity?

Help employees understand the meaningfulness of their role and learn the Line of Sight to the customer!

How do you help employees find their impact on customers?

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

26 Aug 2015
Sticky Post By Posted in Customer Service Articles, Leadership Articles Permalink

Line Of Sight – Meaningfulness Can Leaders Help Employees See Their Impact On Customers!

Sticky Post By On August 26, 2015

Organizations that take the time to make connections and meaning between their employees, their customers, and the business create benefits for all involved. One of the most important factors is getting employees engaged in their work. If they do not find any meaning in their work, they will not feel connected to the business or its customers.
 
1. LEARN AND EXPLAIN THE PURPOSE OF EACH PROJECT AND TASK AS IT RELATES TO THE CUSTOMER.
Link actions back to impact on the customer.  This may take a bit longer and may mean a little digging, but it is well worth it in the end.

2. UNDERSTAND THE LINK BETWEEN WHAT YOUR TEAM DOES AND THE CUSTOMER.
Present that to the team and discuss what it means.  How will that impact their actions?  Make it a visual that can be seen by everyone on the team.  Start to ask the question – “How will this action impact the customer?” or  “How will this assist in gaining and retaining customers”

3. STRESS OUTCOMES – EVALUATE PERFORMANCE ON OUTCOMES.
In the context of supporting, gaining and retaining customers, people will generally do the right thing.  Focus on what they accomplish, not on the steps taken to get there.  Allowing for autonomy and focusing on gaining mastery will enable teams to do what is best for the customer in the long run.

4. ENCOURAGE EMPLOYEES TO TALK ABOUT HOW THEY IMPACT THE CUSTOMER.
Employees need to understand the link between what they do and the customer.  Encouraging them to find out on their own increases the likelihood of it sticking with them and informing their future actions.

Companies that don’t focus on gaining and retaining customers are doomed to not have to worry about either sooner than they think.  How are you going to clarify the line of sight for your teams? What other actions can you take? Please let me know.

Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.

Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.

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