Archive for the ‘ Productivity ’ Category

Flow to Success!

Have you ever become so engrossed in a fun task that you lost track of time? Then you’ve experienced the concept of flow. Developed by Mihaly Csikszentmihalyi, it describes the state of mind when you reach the perfect combination of task challenge and personal skill:

Flow_Senia_Maymin

Click the image below for a simple demonstration of flow (use the mouse to move and remember to return when you’re finished):

Flow_logo

The creator of this simple game used Csikszentmihalyi’s concept of flow to develop the game elements. Since you can decide when to move further, you are always in control of both the level of challenge and skill, meaning you can always keep yourself in a state of flow.

Now think about your direct reports and their tasks. Are they in a state of flow? If not, is it due to the task being too difficult, or the direct reports not having high enough skills? Or perhaps the challenge isn’t increasing proportionately with their skills? And think about your own tasks. Are you in a state of flow? Why or why not? What can you do to improve your workplace and encourage more flow?

It’s clear that employees can become more engaged and productive, while constantly developing and growing, by applying this simple model to the workplace. So the next time you’re at work, try adjusting the level of challenge to match the level of skill. You might be surprised to find how much fun you can have while in flow!

Image Credit: 1

The Deadliest Sin of Leadership

“Great spirits have always encountered violent opposition from mediocre minds.” — Albert Einstein

Excellence Road SignDivine Comedy tells the tale of one man’s journey through a three-phased adventure—Hell, Purgatory, and Paradise—in his quest for everlasting life. While stranded in the middle stage of his adventure, Dante has a chilling discovery about life in the everyday world. Stranded in Purgatory, an uncertain state where one’s soul awaits judgment between redemption and retribution, he is enlightened to the wandering ways of the world he has just experienced.

Here, he explains the ills of that world through seven distorted loves, better known as deadly “sins.” These include the excessive loves of Lust, Gluttony, and Greed, the deficient love of Sloth, and the malicious love of Wrath, Envy, and Pride. The abuse of the most pure forms of human interaction, Love, lead to a path of destruction and chaos in the state of Purgatory where Dante finds himself.

My work as a Leadership Consultant has led me through the mind-set of many organizations on a quest to find perpetual success and prosperity. While in this wandering state, I have discovered the most distorted perversion of leadership—the toleration of mediocrity.

Mediocrity is a cunning and crafty creature, the slinks and slides it’s way through a community of people intended for a greater good. It is sometimes guised in charm and humor, winning over fans with its good-natured country attitude. “Mañana! Tomorrow!” is the mantra sung at the end of the day, while rushing down the path toward the comforts of home. Sometimes, it no longer strives, begs, or craves for excellence, but is content with results that are, “good enough.”

When leaders turn a blind eye to, or minimize such attitudes within organizations, it can be a destructive habit-forming virus that slowly erodes the higher vision and values of the community. Far too often, leaders excuse a lack of desire for excellent work because of long-standing relationships with the individuals who consistently host such average behaviors. Some leaders do not know how, or may not have the will to address such subtle behaviors that beg, barrow, and steal from others’ great work, just to cover for their own lack of effort, dedication, or deferred experience to crafting their personal skills at a higher level. Some leaders are, themselves, guilty of the sin of mediocrity.

Millions of individuals throughout the workforce, from Fortune 500 companies to start-ups to non-profits, have pockets of people who, “Quit and Stay” at work. Others are lost or mislead by leaders within the organization, stuck in the rut of performing daily activities without a clear purpose or understanding of how their role contributes to the organization. Even worse, leaders allow average performers to cultivate the poisonous fruit of bitterness and gossip about other high achievers within the organization.

Organizations are only as great as they challenge or permit their contributors to be. If leaders within organizations do not take high performance and effort sincerely, they run the risk of creating a corporate Purgatory by breading a contempt and dismissal of individuals who do value excellence, effort, and efficiency. The deadliest sin of leadership is the aiding and abetting of mediocrity, at work, home, or in life.

About the Author:

Jason Diamond Arnold is a leadership consultant at The Ken Blanchard Companies. He is Coauthor of Situational Self Leadership in Action a real time, real work, leaning experience that develops effective communication and collaboration skills for individuals in the workplace. He is Co Producer and Director of Stepping Up to Leadership with Scott Blanchard, at lynda.com.

A Managerial Felony

“Why don’t you and I go get some lunch to connect?” Raise your hand if you’ve ever heard that from your manager. Ok, put your hand down before they see what you are reading. Plus, that guy in IT might think you’re waving him down to get in for the weekly donut rotation.
I have never been a real fan of “reconnecting” over lunch or any other median, really. It’s superficial, a little pretentious, and a lot of wasted emotion.Be-Your-Own-Boss-If-you-cant-find-a-job-with-a-Felony
Here’s three good ways to stay connected with your direct reports:

  • Conduct weekly or biweekly one on one’s. Depending on how many direct reports you have, it is absolutely imperative that you meet with them one on one to discuss their needs. Make this a formal time; there are a number of informal meetings, chats by the lunch room, and discussions about projects. A formal one on one with a focused discussion on the needs of your direct report will open up communication. From a practical stand point, make it 30 minutes or an hour if you can swing it. Let your direct report create the agenda and don’t use this time to “dump” projects or work on them.
  • Ask them about their lives outside of work. This is really important if you have a new or newer employee. Chances are they may be nervous, hesitant, and a little insecure about their new environment and work. Nothing eases that pressure  more than a manager who is genuinely invested in the lives of those who work for them. No one wants to work for a robot…
  • Be invested in them professionally and personally. Not everything is a competition and not everyone is a competitor. Many times, we are our own worst enemies. Supervisors should be people who care about other people. On my boss’s wall, for example, is written, “Every person has intrinsic value.” Employees work best when they are respected, valued, and heard.

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached atgus.jaramillo@kenblanchard.com

Imagination as a Tool for Leadership

With this knowledge of the power of thought, you can become a better leader and, as well, motivate your employees to become better workers. Imagine successfully navigating through a difficult conversation. Imagine making your employees feel cared for. Imagine implementing positive change. The more you imagine, the more successful you can be when it comes time to act.

The same holds true for your employees. Let them know that visualizing success can have a huge impact on actual success. Share this video with them. Encourage them to use imagination as a tool for practicing on a new task when hands-on time is limited.

About the author: Hart is an HR Data Analyst at The Ken Blanchard Companies, finishing his Ph.D. in I/O Psychology. He can be reached at hart.lee@kenblanchard.com.

Can You Get the Delicious Cake?

Several years ago, someone posed the following challenge on a popular internet image board:

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The goal was “get the delicious cake” and you had to draw your solution. No other rules were given.

One response showed the figure crawling through the spikes, while others used elements from pop culture to get the cake. For instance, Harry Potter magic spells, Star Wars lightsabers, and Super Mario warp pipes were all presented as solutions to this challenge. The following are a few of the more original and creative ways people attained the cake:

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Use the door!

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When you want to get rid of something in an image, the eraser tool is handy

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Thinking outside of the box

The lesson I took from this was that people can get very creative when presented with a problem and given the freedom to devise a solution.

As a leader, you may have goals you need to accomplish, but it is left up to you to determine how to accomplish those goals. With a little time and ingenuity, you can come up with many different and often surprising ways to achieve those goals, particularly when you have the help of others.

So how would you get to the delicious cake? Type your solution in the comments, or you can use your favorite image editor or an online one and post a visual of your solution.

Quit & Stayed, or Quit & Paid?

If you’re not familiar with the term “quit & stayed”, it is the act of mentally quitting, yet staying in the same physical environment. More specifically, it’s the act of becoming disengaged in the work you complete, whether that’s for a business or just in general.

"Image courtesy of Stuart Miles, / FreeDigitalPhotos.net".

“Image courtesy of Stuart Miles, / FreeDigitalPhotos.net”.

Chances are that you work with one or more people who have quit & stayed.  They are people who show up just for the paycheck.  They aren’t passionate about their job.  They don’t have the motivation to go above and beyond.  In a perfect world, everyone would get paid handsomely to do what they love, but unfortunately, we don’t live in a perfect world.  Almost every company and organization has employees who fit into this category.

Amazon recently listed this trend in the annual letter to shareholders from company CEO Jeff Bezos along with a plan to deal with employees who have quit & stayed.  The idea behind this plan is that once a year, employees will be offered a payout to quit.  Depending on how many years you’ve been with Amazon, you could make anywhere from $2,000 to $5,000 for handing in your resignation.   The idea isn’t to create a high turnover rate, but instead, bring in new blood and energy where existing employees may have no interest in maintaining their career with Amazon.

Personally, I’d be curious to know what this does to their turnover rate.  Will they see an uptick in the number of employees who move on to other companies?  More importantly, are they paying adding unnecessary costs by paying employees to resign who might resign in either case even if they weren’t getting a bonus to do so?

Jeff Bezos says it best: “In the long-run, an employee staying somewhere they don’t want to be isn’t healthy for the employee or the company.”  That is one statement I wholeheartedly agree with.

Be sure to take a look at The Ken Blanchard Companies Quit & Stayed Leadership Livecast.  You can even view 17 minutes of the Livecast for free.

Leave your comments!

What’s Your Management Astrological Sign?

I’ve been out of the dating scene for a while, but from what I see on the World Wide Web and the occasional post on various social media outlets, kids these days are using astrological signs to best match up with partners. In order to have a great experience at work, it’s important to find out what astrological signs exist for managers and which work for you. But there are some obvious signs that anyone in the workforce should be careful to avoid.

The Seagull:

Often the seagull is seen hovering around various office spaces looking to “connect.” He might be seen wearing baseball cap with a sports coat and a tie. He often checks fantasy football on his iPhone and rarely skips a chance to “do lunch” with the boss. He’s not really into how you feel and in fact would rather not know. As Ken Blanchard says, “You gotta watch out for Seagull Management. Seagull managers fly in, make a lot of noise, dump on everyone, and then fly out.” These seagulls think they are special because when they “show up” they cause a lot of havoc and they think they are just “getting things going.”

Seagulls don’t play well with direct reports but tend to get along well with same level managers and especially executives.

Direct Reports:

  • Be careful about getting wrapped up with what the seagull manager brings and be prepared to diffuse the situation.
  • What to watch out for:  He’s not really your friend, unless he needs something from you.

Managers:

  • Play in the weekly football pool, but never accept his trades on fantasy football.
  • What to watch out for: Don’t get wrapped up in his management style. It may look effective and envious, but it’s not an efficient way to manage long-term.

Executives:

  • They are gimmicks. He might “get the job done”, but he will lose some of your best talent.
  • What to watch out for: Pay attention to turnover in this department. It might be a red flag for a dysfunctional team.

The Peacock:Male-Peacock-displaying

Don’t be confused with the peacock. He’s a deceiver. He looks like he’s doing a bunch of work but he’s really lazy. His favorite management tool is the “delegation.” He’s too busy with everything he’s got going on so he gives away everything he’s supposed to do. He is tangential with his speech because he’s not really saying anything but words continually spew out of his mouth. No one understands him, but somehow we hear him. You may think its Armani but really the suit is a hand-me-down from his late, great Uncle Cornelius.

Peacocks don’t play well with direct reports but tend to get along well with same level managers. Executives aren’t fooled.

Direct Reports:

  • Prioritize the tasks given and don’t be afraid to get clarification.
  • What to watch out for: He will task you to death, so don’t get burned out.

Managers:

  • Don’t be a Peacock. For the sake of those who work for you, please don’t be a Peacock.
  • What to watch out for: 3 Piece Suits aren’t that great.

Executives:

  • Please send to remedial leadership training.
  • What to watch out for: Take a second look before you decide to promote.

The Chameleon

This guy. He’s quite the charmer and is generally liked in the office. He brings donuts on Fridays and loves puppies. These are all good things, but those that know him best are not sold on him. He has a tendency to say one thing and do another, over-commits to projects, and rarely delivers on what he promises. He tries to please too many people and has mastered the art of the fake smile.

Chameleons generally get along well with everyone, except those closest to him.

Direct Reports:

  • Have a conversation with him about how you feel; it might actually go better than you think.
  • What to watch out for: Stay away from the donuts.

Managers:

  • If you have this tendency, then don’t be afraid to say no every once in a while.
  • What to watch out for: If you know other managers like this, be careful in conversing with them. They may gossip and take up too much of your time with unnecessary conversation.

Executives:

  • May not be the best to run day-to-day operations.
  • What to watch out for: You may see signs of disorganization and lack of process in their department.

If you happen to run into one of these types of managers, just be sure to steer clear as much as you can!

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

Intentional Leadership—3 Timeless Narratives for 2014

Excellence is never an accident. It is always the result of high intention, sincere effort, and intelligent execution; it represents the wise choice of many alternatives – choice, not chance, determines your destiny.” —Aristotle

January is littered by a multitude of good intentions! That new number at the end of the Roman calendar, blindly promising to bring us prosperity and success, does often become a distant memory by the time the groundhog raises his weary head from a winter slumber. But the start of something new—a year, a friendship, a work project—can be a great opportunity to lead yourself and others to great success through three simple narratives.

High Intensions

High Intensions

High Intentions 

The giddy hope and high expectations of a new year often outpace our ability to align old habits with those new intensions. However, high intention is the heart beat of any personal or social revolution. It is woven into the tapestry of humanity, to naturally hope for higher levels of happiness and purpose in our lives. High intensions do not mean that a person who has them need be dissatisfied with the life they are living, but rather are open to challenges and disappointment as they seek meaning and purpose at work, at home, or at play.

Sincere Effort

However, the highest intentions are but a thought in the wind without sincere effort to make those intentions a reality. An athlete or an artist does not become excellent without sincere effort. Effort is easy, sincere effort is meeting of the cruelest of tasks with the same zeal for the things we love to do. Sincere effort requires us to do more than put one foot in front of the other; it requires us to take each step, each daily task, as an opportunity to align it with our highest intensions.

Success

Success

Intelligent Execution

Our highest intentions and sincerest efforts must be driven by more than just arbitrary motion or aimless daily activity. It’s one thing to have a workout scheduled on your calendar, but it’s another task to lace up the shoes and complete that workout. If you have made resolutions, or have a set of goals for yourself this year, they will ultimately be measured by the intelligence of their execution, not the height of your intensions or the sincerity of your efforts. Forming an intelligent execution strategy promotes real goal achievement. With intelligent execution, you are moving from intensions and knowing, in to action through doing.

***

Excellence at work or in life is more than a thought or an idea, it is a purpose driven effort. Make your choices wiser and more productive this year through high intentions, sincere effort, and intelligent execution of those efforts. Live the life you intend to live!

 Jason Diamond Arnold is a leadership consultant at The Ken Blanchard Companies. He is Coauthor of Situational Self Leadership in Action a real time, real work, leaning experience that develops effective communication and collaboration skills for individuals in the workplace. He is Co Producer and Director of Stepping Up to Leadership with Scott Blanchard, a lynda.com and Ken Blanchard Companies production.

Lifehack – Achieve Your Goals by Making Them Easy

Happy 2014! With a new year comes new resolutions. Are yours the same resolutions you’ve made last year? Don’t worry, you’re not alone. Despite what psychologists tell you, behaviors are difficult to change, especially when you’ve become used to doing them. There’s a reason why self-help books sell every year and apps are released to motivate individuals to change.

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Change is difficult

So why will this year be different? Because I will share a secret that will help you to actually achieve your resolutions: Make your resolutions easy.

Now this does not mean that you reduce your weight loss goal to -5lbs or that you discard your quest to read 50 books this year and instead read 2 lines of a blog post. What I mean is, do all of the prework first so that the goal becomes easy to attain. This is especially useful for when you have difficulty starting.

Its-easy

It’s easy if you try

For instance, I had an issue with running. I would sit there figuring out what to wear and then spend another 10 minutes scrolling through my playlists and choosing the songs for my run. Then I would look through my fridge for a pre-run snack and spot the delicious leftover burger from the restaurant the night before. The next logical thing to do was to gobble down that burger on the couch!

Instead, I prepare all of this in advance. I prepare my clothing, my playlist, and my snack before I go to bed. The next morning, all of my running gear is ready to go. The preparation comes easy since I know that I won’t have to run right after I’m done.

The author of the post below, Gus Jaramillo, actually changes into his workout clothes when he is off of work. That way, he is ready for the gym before he even gets into his car. The only logical destination becomes the gym.

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Start today

So think about your goals and ask yourself, “What can I do to make them just a little more easy to start?”

Image Credit: 1 | 2 | 3

Gamification and the Future of Work

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Videogames Control

I love videogames. I mean, there’s an addictive quality to them, whether it is character progression, unlocking new content and achievements, or continuing the narrative. And it’s currently a huge trend. The recently released game Grand Theft Auto V broke several Guinness World Records, including “fastest entertainment property to gross $1 billion.” To put that in scope, “entertainment property” even includes feature-length films and music.

So what is gamification? It is taking the concepts of game design and applying them to other things. For instance, I wear a device on my wrist called the Fitbit Flex. It is essentially just a pedometer in a wristband, but the web/mobile app is where the magic happens. It displays my goals for steps and calories and my progress for each in a clean and engaging interface. The wristband even shows a series of lights to indicate how close to my goal I am. Gamifying health and fitness… who would have thought?

Word Cloud "Gamification"

Word Cloud “Gamification”

It’s even popped up in the workplace. I recently spearheaded the construction of a new intranet site for my department using WordPress, and by taking advantage of its customizability and vast number of plugins, we developed an onboarding system that uses a mix of content to take new hires on a 12-month journey, with badges rewarded at each step. I believe that learning should be fun, exciting, and engaging, and gamifying the process is one way of achieving that.

But there is something I haven’t seen discussed within the realm of gamification. There are games, such as World of Warcraft, where players willingly perform mundane tasks. They click on the same things over and over again until a cool item appears or an objective is completed. And they love to do it. They are absolutely engrossed in these activities and will happily lose sleep to continue to perform these seemingly boring tasks. Now imagine taking those clicks and placing real work beneath them so that instead of those clicks only translating into currency and experience points that are limited to the game, the clicks also produce work for the organization. Work that the employees absolutely love doing.

I want this to be the future of gamification, where work is gamified to such an extent that it stops being work and becomes an actual game. Perhaps then, there would be no need for employee engagement initiatives or training to boost productivity, because employees would be naturally driven to continue playing, and become skilled at, the game.

I Don't Have Birthdays, I Level Up

I Don’t Have Birthdays, I Level Up

When I was younger, I dreamed of playing games for a living. Perhaps when gamification reaches its full potential, this dream will come true.

From now on, if someone says I’m gaming too much, I’ll just say, “it’s informal training for future work!”

 

Sources: Guinness World Records | Gamification.org

Images: 1 | 2 | 3

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