Archive for the ‘ Responsibility ’ Category
Looking past the viral-oriented nature of this video, the main concept presented is critical for leadership. Thoughts, when attached to emotions other than sadness, generally have higher “infection” rates.
Thus, it is important to generate more emotion (hopefully positive and not anger-inducing) around messages that you want your direct reports to remember or share. It seems idea is lost at times in the data-driven world of today, where it’s more important to get across the numbers and metrics than it is to tell a story.
So communicate with feeling and generate positive emotions in your direct reports. Make the topic relevant to them. They will be more receptive to your messages and will remember them better. Let’s infect the world with the good germs to promote healthy thoughts.
Just don’t anger them… or you may end up on the wrong side of a thought germ!
We’ve started doing this accountability group around the office and it seems to be working. Recently, the boss man had this idea that if we put up our goals for everyone to see and kept each other in check for a 30-day challenge, the added accountability would help us stay committed to reach our goal. Our goal was to start with 10 pushups at the beginning of the month and increase that number by 1 every day. As a result, we decided to continue this trend, and now we are participating in a daily calorie challenge where we log our meals and maintain a certain caloric intake. As you can see, so far so good and we have included 4 cheat days as good measure. I’ll probably eat a whole bucket of churros on my first cheat day.
Taking this concept past a simple pushup or calorie contest, in my own experience and what much of the research has to say is this:
If you are on the first two teams, look for a trade or try to resolve the problem. None of these options are really that easy, but the latter option is probably the most feasible. Here’s what you need to know about accountability. Don’t be scared of it. If accountability is seen as negative and punitive in the office, do what you can to change that perspective for everyone. Put up a challenge for the various task goals that everyone has and create accountability for one another.
Here’s a distinction that you need to be aware of: there is a critical difference between “holding someone accountable” and “creating accountability” in your team. The first creates a culture of fear and brings potentially significant, negative connotations and impact. The second allows the team to be mutually invested in the success of oneself and others. Decide for yourself what environment you want to create in your office and see what outcomes you get as a result.
Please watch the following video:
Jennifer believed she could do anything as long as she put her mind to it. And the same is true for anyone else.
Are you facing a challenge that seems too difficult to overcome? Try thinking outside the box, or ask for a second opinion. But be persistent and remember that sometimes a few falls are necessary before you can fly.
So remove “can’t” from your vocabulary and motivate yourself to stick to it. You may surprise yourself with how much you can achieve!
Being promoted into your first management role can be both an exciting and scary experience. It shows that your employer trusts you to make decisions and lead others. However, it can also be a major shift in responsibility. People are going to look to you for direction, and it’s up to you to have the best possible answers for them.
While most people are told that they will have new responsibilities, there’s one crucial piece that tends to be left out of that promotion-prepared conversation: get ready to start the workload balancing act.
What I mean by that is most people assume that their focus on work shifts to people they lead when coming into a management position. While that’s true, that only paints half of the picture. You had your own individual tasks and projects you completed before this promotion, but now that you’re promoted, you’re individual task work doesn’t simply stop (though the focus of that individual work may shift). In fact, not only are you now responsible for your own workload, but you’re also responsible for the workload of those you lead.
It can be a major challenge when you have your direct reports coming to you needing direction, yet you’re in the middle of trying to complete a project with an impending deadline. How can you balance the needs of the two?
Finding the right balance between being available and completing your own work will always be a juggling act, and you may find yourself needing to adjust and readjust your boundaries depending on the needs of your work and the needs of your people.
Several years ago, someone posed the following challenge on a popular internet image board:
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:
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.